Express Employment Professionals Vancouver, BC

𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘄𝗮𝗻𝘁𝘀 𝘁𝗼 𝗲𝗮𝘁 𝗰𝗮𝗸𝗲 𝗮𝗻𝗱 𝗵𝗮𝘃𝗲 𝗶𝘁 𝘁𝗼𝗼. Here’s a company being totally transparent about their hiring process—one-way video, PI assessments, Excel test—and people are still complaining. "It's inhuman to make me take an AI one-way interview." So what? "And they want me to do an assessment!" I guess "Proficient in Excel" on your resume won't cut it anymore lol. 𝗧𝗵𝗶𝘀 𝘄𝗮𝘀 𝗮 𝗽𝗼𝘀𝘁 𝗳𝗿𝗼𝗺 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝘄𝗵𝗼 𝗿𝗲𝗰𝗲𝗶𝘃𝗲𝗱 𝘁𝗵𝗶𝘀 𝗲𝗺𝗮𝗶𝗹 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗲 𝗮𝗳𝘁𝗲𝗿 𝗮𝗽𝗽𝗹𝘆𝗶𝗻𝗴 - They got tons of comments from other job seekers complaining about the process. - Guess what, you got selected to start the process - and instead of opting in, you're complaining? Companies don’t care if you don’t like it. They actually want you to opt out if it’s not for you. Why? Because they’re inundated with hundreds (sometimes thousands) of misaligned applications. One-way video interviews? A quick way to filter. Excel test? Too many people say they’re “proficient” and later prove they’re not. Companies get burned, so they adapt. You should too—or risk being left behind. This isn’t about seeing you as a barcode. It’s about solving the real problem: most applicants have no business applying to the role in the first place. Last week, we posted a basic admin position and got 500 applications. Over 450 of those resumes were so poorly formatted they’d never earn a call. The handful of strong applicants? They all got interviews. So stop blaming “hard” processes. It’s not companies making it hard for you—it’s other job seekers flooding the system. If you’re good, opt in and stand out.

𝗧𝗵𝗲 𝗼𝗹𝗱 𝗿𝘂𝗹𝗲𝘀 𝗮𝗿𝗲 𝗴𝗼𝗻𝗲. 𝗠𝗼𝘀𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗷𝘂𝘀𝘁 𝗵𝗮𝘃𝗲𝗻’𝘁 𝗿𝗲𝗮𝗹𝗶𝘇𝗲𝗱 𝗶𝘁 𝘆𝗲𝘁. Before the year 2020, being average worked. Arguably better than any other time in human history. If you were an average person and played by the rules, life delivered:  • A stable job  • A home you could afford  • A car, a vacation, maybe a pension  • Wages that kept up  • Manageable debt  • Accessible education and healthcare All you had to do was show up, do your part, and not rock the boat. Society was built around the middle of the bell curve. But that system doesn’t exist anymore. We’ve shifted — gradually, then suddenly — into a power-law world. A world where rewards aren’t distributed evenly. Where being average is no longer enough. Rewards, outcomes, or results are not evenly distributed anymore — instead, a small number of people, products, or companies capture the majority of the value, while the vast majority get very little. And the real problem? No one told people the rules had changed. We’ve spent years handing out participation ribbons, softening grading, and avoiding hard conversations — all in the name of self-esteem. But that’s not how the job market works. It never did, and it definitely doesn’t now. Today’s job seekers are often putting in the same level of effort they’re used to — and wondering why it’s not working. Why it feels so unfair. 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 𝘁𝗿𝘂𝘁𝗵: If your resume is average, and a company gets 100 applications, you’re sitting somewhere between 30 and 70. Dead center average is 50 - If they’re hiring one person, you’re not even in the running. Scale that to 500 or 1,000 applicants? You’re resume #300. Maybe #700. 𝗡𝗼𝘁 𝘂𝗻𝗹𝘂𝗰𝗸𝘆. 𝗝𝘂𝘀𝘁 𝘂𝗻𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗲𝗱. And yes — that sucks. But it’s reality. If you haven’t spent countless hours learning how to position yourself, communicate impact, and cut through the noise, you are the reason you’re being overlooked. No one’s coming to fix that for you. 𝗔𝘃𝗲𝗿𝗮𝗴𝗲 𝗲𝗳𝗳𝗼𝗿𝘁 𝗽𝗿𝗼𝗱𝘂𝗰𝗲𝘀 𝗮𝘃𝗲𝗿𝗮𝗴𝗲 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 — 𝗶𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗹𝘂𝗰𝗸𝘆. This isn’t about hustle culture. It’s about accepting the world as it is and responding accordingly because the rules have changed. And if you're still playing by the old ones, you're already behind.

👏👏👏👏 "𝗔𝘃𝗲𝗿𝗮𝗴𝗲 𝗲𝗳𝗳𝗼𝗿𝘁 𝗽𝗿𝗼𝗱𝘂𝗰𝗲𝘀 𝗮𝘃𝗲𝗿𝗮𝗴𝗲 𝗿𝗲𝘀𝘂𝗹𝘁𝘀" | Brent Pollington - HR Dr. 👇👇👇👇

“𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗲 𝘆𝗼𝘂𝗿 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗮𝗻𝗱 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝘄𝗶𝗹𝗹 𝗿𝗲𝗮𝗰𝗵 𝗼𝘂𝘁.” Maybe - Probably not... That’s the advice someone got from a career coach they paid to “optimize” their profile. To be fair, their profile looked great — professional banner, solid headshot, detailed experience, everything linked properly. And yet… recruiters weren’t reaching out. She asked me why, and here’s what I told her: It comes down to 𝗵𝗼𝘄 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸 — and the difference between a recruiter/ talent acquisition partner, and a headhunter. Not all recruiters are headhunters. Most internal TA teams and even many agency recruiters run inbound models: post jobs, screen applicants, and wait until the right person applies. Some absolutely proactively reach out, but when you're getting hundreds or thousands of applicants each week, you likely aren't messaging people every day. 𝗣𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵 — 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗺𝗲𝘀𝘀𝗮𝗴𝗲𝘀, 𝗰𝗼𝗹𝗱 𝗰𝗮𝗹𝗹𝘀, 𝗱𝗶𝗿𝗲𝗰𝘁 𝘁𝗮𝗿𝗴𝗲𝘁𝗶𝗻𝗴 — 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝘄𝗵𝗲𝗻:  • The role is tough to fill through inbound alone  • The talent pool is small  • The hire is at the professional, managerial, or executive level So, if you’re in a field with lots of talent and high applicant volume, don’t expect to get flooded with recruiter messages. And if you are in a space where recruiters headhunt passively? Your LinkedIn doesn’t need to be a 10/10 to show up on the radar. I’d argue a 7/10 profile won’t hurt you. Even a 3/10 could get attention if you’ve got the right background — strong companies, rare skills, solid experience. When you're that in demand, and there is limited supply, a lacking profile will still likely get a call/ message. Yes — a great LinkedIn might tip the scale when someone’s on the fence. ✔️ If your profile looks polished and aligned with your resume, it helps. ❌ If it looks fake, outdated, or messy, it might hurt you. But let’s be real: Your resume matters more. LinkedIn can support your application — it’s not a substitute for a strong resume. I occasionally do free resume reviews to help struggling job seekers. If you’ve read this far and want a 𝗙𝗥𝗘𝗘 second opinion, drop a “resume” in the comments — I’ll pick a few people and send a link to book a quick review.

𝗦𝘁𝗼𝗽 𝗱𝗼𝗶𝗻𝗴 𝗧𝗛𝗜𝗦 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝘂𝗺𝗲 𝗷𝘂𝘀𝘁 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘀𝗮𝗶𝗱 𝘆𝗼𝘂 𝘀𝗵𝗼𝘂𝗹𝗱. In a number of recent resume reviews, I’ve found myself repeating one thing: 𝗗𝗼𝗻’𝘁 𝗺𝗮𝗸𝗲 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝗷𝘂𝘀𝘁 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗜 𝘀𝗮𝗶𝗱 𝘀𝗼. Get curious. Understand the why behind any choice you make and make choices that make sense to you and clearly support how you’re presenting yourself. Too often, I’m seeing 20-year careers reduced to a single page, long lists of keywords crammed at the top, fluffy summaries, and stripped-down bullet points that tell me nothing of substance. So I ask, “𝗛𝗲𝗹𝗽 𝗺𝗲 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘆𝗼𝘂𝗿 𝘄𝗵𝘆.” Why did you condense everything to just one page? What I usually hear is: “𝗜 𝗿𝗲𝗮𝗱 𝗶𝘁 𝘀𝗼𝗺𝗲𝘄𝗵𝗲𝗿𝗲.” “𝗦𝗼𝗺𝗲𝗼𝗻𝗲 𝘁𝗼𝗹𝗱 𝗺𝗲 𝘁𝗵𝗮𝘁’𝘀 𝘄𝗵𝗮𝘁 𝗜 𝘀𝗵𝗼𝘂𝗹𝗱 𝗱𝗼.” Rarely — and I mean rarely — do I hear:  “𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗜 𝘁𝗵𝗼𝘂𝗴𝗵𝘁 𝗶𝘁 𝘄𝗮𝘀 𝘁𝗵𝗲 𝗰𝗹𝗲𝗮𝗿𝗲𝘀𝘁 𝘄𝗮𝘆 𝘁𝗼 𝗲𝘅𝗽𝗹𝗮𝗶𝗻 𝗫.” No surprise — those are almost always the weakest resumes. Here are a few more examples: I often say, we eat with our eyes first. A resume doesn’t need to be flashy, but it should be clean, easy to navigate, and visually digestible. So when I see formatting that feels like an afterthought, I ask: 𝗜𝘀 𝘁𝗵𝗶𝘀 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗱𝗼? 𝗢𝗿 𝗶𝘀 𝘁𝗵𝗲𝗿𝗲 𝗮 𝗿𝗲𝗮𝘀𝗼𝗻 𝘆𝗼𝘂 𝘀𝘁𝗼𝗽𝗽𝗲𝗱 𝗵𝗲𝗿𝗲? A recent reply: “I wasn’t sure if better formatting would hurt me with the ATS.” My response: First, the ATS isn't knocking you out for visual appeal. But let’s assume your resume makes it through the ATS and a human reads it — would the visual appeal matter then? The answer is always 𝘆𝗲𝘀. So... what are we doing? Same with the 20+ year career condensed to one page. Why did you force it to just one page?: “I read your resume should only be one page, otherwise people will stop reading.” I asked "𝘏𝘢𝘷𝘦 𝘺𝘰𝘶 𝘦𝘷𝘦𝘳 𝘴𝘵𝘢𝘳𝘵𝘦𝘥 𝘳𝘦𝘢𝘥𝘪𝘯𝘨 𝘢𝘯 𝘢𝘳𝘵𝘪𝘤𝘭𝘦 𝘢𝘯𝘥 𝘴𝘵𝘰𝘱𝘱𝘦𝘥 𝘩𝘢𝘭𝘧𝘸𝘢𝘺 𝘵𝘩𝘳𝘰𝘶𝘨𝘩?" Of course, we all have. Why? It wasn’t compelling. It didn’t hold your attention. That’s the same with a resume. You can have a one-page resume that’s dull and forgettable. Or a three-page one that’s engaging, relevant, and earns a call. Length doesn’t matter if no one wants to read it, and again, don't do something (arguably that hurts vs helps) because you read it somewhere. Do it because you read it somewhere, got curious, got knowledgeable, and made an informed decision. Now this is you making a choice vs "doing what someone said". The bottom line: Stop doing things because you heard it’s the right thing. Start doing things because you understand the why — and because it’s the best way to clearly communicate who you are and why you’re a fit.

𝗜 𝗸𝗲𝗲𝗽 𝘀𝗲𝗲𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗱𝗱 𝗹𝗼𝗻𝗴 𝗹𝗶𝘀𝘁𝘀 𝗼𝗳 𝗰𝗼𝗿𝗲 𝗰𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗶𝗲𝘀 𝗼𝗿 𝗸𝗲𝘆𝘄𝗼𝗿𝗱𝘀 𝗮𝘁 𝘁𝗵𝗲 𝘁𝗼𝗽 𝗼𝗳 𝘁𝗵𝗲𝗶𝗿 𝗿𝗲𝘀𝘂𝗺𝗲. When I ask why, the most common answer is: “𝗳𝗼𝗿 𝘁𝗵𝗲 𝗔𝗧𝗦.” 𝗪𝗵𝗲𝗿𝗲 𝗱𝗶𝗱 𝘆𝗼𝘂 𝗴𝗲𝘁 𝘁𝗵𝗮𝘁 𝗶𝗱𝗲𝗮? - 𝘐 𝘳𝘦𝘢𝘥 𝘪𝘵 𝘰𝘯 𝘓𝘪𝘯𝘬𝘦𝘥𝘐𝘯 𝘰𝘳 𝘸𝘢𝘴 𝘵𝘰𝘭𝘥 𝘣𝘺 𝘢 𝘳𝘦𝘴𝘶𝘮𝘦 𝘦𝘹𝘱𝘦𝘳𝘵 𝘰𝘳 𝘤𝘢𝘳𝘦𝘦𝘳 𝘤𝘰𝘢𝘤𝘩. Now — there are some great career coaches out there. If you need help, fair enough — it’s hard out there. But if you’re going to work with and pay for a coach, make sure it’s someone who’s actually hired or placed people at scale. Be careful taking resume advice from someone who’s never been on the hiring side - they often don't know what they are talking about. Here’s the reality: The ATS isn’t screening you out or eliminating you from the process. If you apply, the system might rank you based on keywords. More likely (especially in agency or in-house recruitment), someone might search the system later using keywords to find aligned candidates. And yes — those keywords can come from anywhere on your resume: summary, job history, or even a keyword list. So if you're adding a list of words like Microsoft, hard-working, and leadership just to check a box — know that no one actually cares about that list. No human reading it gets inspired - 𝗦𝗼𝗼𝗼 - 𝗠𝘆 𝗮𝗱𝘃𝗶𝗰𝗲 𝗽𝘂𝘁 𝗶𝘁 𝗮𝘁 𝘁𝗵𝗲 𝗯𝗼𝘁𝘁𝗼𝗺 𝗮𝗻𝗱 𝗽𝗮𝗰𝗸 𝘆𝗼𝘂𝗿 𝗳𝗶𝗿𝘀𝘁 𝗽𝗮𝗴𝗲 𝘄𝗶𝘁𝗵 𝗵𝗶𝗴𝗵 𝘃𝗮𝗹𝘂𝗲 𝗰𝗼𝗻𝘁𝗲𝗻𝘁. But if someone is running a keyword search later, it might help you get pulled up. Bottom line: don’t do things on your resume just because someone told you to. Do it because you understand why it matters.

𝗛𝗶𝗿𝗲 𝗮 𝗰𝗮𝗿𝗲𝗲𝗿 𝗰𝗼𝗮𝗰𝗵 vs. 𝗣𝘂𝘁 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳.  • Get highly educated on how the hiring process actually works — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵.  • Spend the time to dig into what a resume is supposed to do, how to position your experience, how to tailor your applications, and how recruiters and hiring managers think — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵.  • Go down the rabbit hole, get curious, consume the right content, apply what you’ve learned, reflect, revise, and refine — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵.  • Look at your own resume with a critical eye, scrap it, and rebuild it from scratch — multiple times — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵.  • Study job postings, reverse-engineer what the employer actually wants, and translate your experience into their language — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵.  • Testing different strategies, failing a few times, and adjusting your approach based on feedback or results — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵.  • Research what recruiters look for, and take full ownership of every word on your resume — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵.  • Take the time to understand that landing a great job isn’t about having a “perfect” resume, but about clarity, alignment, and storytelling — be prepared to work through that process — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵.  •Recognize that a great resume isn’t built in an hour — and you’re prepared to treat your job search like a project that deserves serious time and attention — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵.  • Spend hours not dollars — understand that time can be just as powerful — your path should be self-directed, not outsourced — 𝗱𝗼𝗻’𝘁 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵. Haven't done the above — don’t be surprised when you don’t get results. 𝗪𝗵𝗲𝗻 𝘀𝗵𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗵𝗶𝗿𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵?  • If you don’t have the time, knowledge, energy, or desire to educate yourself deeply — but you do have the means.  • If you need structured guidance, outside perspective, and someone to challenge the way you’re presenting yourself.  • If you’ve been spinning your wheels, applying with no traction, and can’t figure out where the disconnect is. 𝗝𝘂𝘀𝘁 𝗺𝗮𝗸𝗲 𝘀𝘂𝗿𝗲 𝘁𝗵𝗲 𝗰𝗼𝗮𝗰𝗵 𝘆𝗼𝘂 𝗵𝗶𝗿𝗲 𝗵𝗮𝘀 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗵𝗶𝗿𝗲𝗱 𝗼𝗿 𝗽𝗹𝗮𝗰𝗲𝗱 𝗽𝗲𝗼𝗽𝗹𝗲 𝗯𝗲𝗳𝗼𝗿𝗲 — ideally hundreds or thousands. Real-world hiring experience matters more than certifications. Also, be realistic. A one-hour session can give you insights, a framework, and homework. 𝗜𝗱𝗲𝗮𝗹𝗹𝘆 𝘁𝗵𝗶𝘀 𝗶𝘀 𝗮𝗹𝗹 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱 𝗮𝗻𝗱 𝗶𝘁 𝘀𝗵𝗼𝘂𝗹𝗱 𝗯𝗲 𝗿𝗲𝗹𝗮𝘁𝗶𝘃𝗲𝗹𝘆 𝗶𝗻𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲 - $𝟮𝟱𝟬 𝗼𝗿 𝗹𝗲𝘀𝘀. But if someone is selling a “done-for-you” service, understand that’s a much deeper investment OR completely unrealistinc — Run! In short - If you're not investing time and think money will sole your problems, don't kid yourself — a half-baked resume and a few quick applications aren’t likely to cut it in today’s market.

𝗜 𝗸𝗲𝗲𝗽 𝘀𝗲𝗲𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗱𝗱 𝗹𝗼𝗻𝗴 𝗹𝗶𝘀𝘁𝘀 𝗼𝗳 𝗰𝗼𝗿𝗲 𝗰𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗶𝗲𝘀 𝗼𝗿 𝗸𝗲𝘆𝘄𝗼𝗿𝗱𝘀 𝗮𝘁 𝘁𝗵𝗲 𝘁𝗼𝗽 𝗼𝗳 𝘁𝗵𝗲𝗶𝗿 𝗿𝗲𝘀𝘂𝗺𝗲. When I ask why, the most common answer is: “𝗳𝗼𝗿 𝘁𝗵𝗲 𝗔𝗧𝗦.” 𝗪𝗵𝗲𝗿𝗲 𝗱𝗶𝗱 𝘆𝗼𝘂 𝗴𝗲𝘁 𝘁𝗵𝗮𝘁 𝗶𝗱𝗲𝗮? - 𝘐 𝘳𝘦𝘢𝘥 𝘪𝘵 𝘰𝘯 𝘓𝘪𝘯𝘬𝘦𝘥𝘐𝘯 𝘰𝘳 𝘸𝘢𝘴 𝘵𝘰𝘭𝘥 𝘣𝘺 𝘢 𝘳𝘦𝘴𝘶𝘮𝘦 𝘦𝘹𝘱𝘦𝘳𝘵 𝘰𝘳 𝘤𝘢𝘳𝘦𝘦𝘳 𝘤𝘰𝘢𝘤𝘩. Now — there are some great career coaches out there. If you need help, fair enough — it’s hard out there. But if you’re going to work with and pay for a coach, make sure it’s someone who’s actually hired or placed people at scale. Be careful taking resume advice from someone who’s never been on the hiring side - they often don't know what they are talking about. Here’s the reality: The ATS isn’t screening you out or eliminating you from the process. If you apply, the system might rank you based on keywords. More likely (especially in agency or in-house recruitment), someone might search the system later using keywords to find aligned candidates. And yes — those keywords can come from anywhere on your resume: summary, job history, or even a keyword list. So if you're adding a list of words like Microsoft, hard-working, and leadership just to check a box — know that no one actually cares about that list. No human reading it gets inspired - 𝗦𝗼𝗼𝗼 - 𝗠𝘆 𝗮𝗱𝘃𝗶𝗰𝗲 𝗽𝘂𝘁 𝗶𝘁 𝗮𝘁 𝘁𝗵𝗲 𝗯𝗼𝘁𝘁𝗼𝗺 𝗮𝗻𝗱 𝗽𝗮𝗰𝗸 𝘆𝗼𝘂𝗿 𝗳𝗶𝗿𝘀𝘁 𝗽𝗮𝗴𝗲 𝘄𝗶𝘁𝗵 𝗵𝗶𝗴𝗵 𝘃𝗮𝗹𝘂𝗲 𝗰𝗼𝗻𝘁𝗲𝗻𝘁. But if someone is running a keyword search later, it might help you get pulled up. Bottom line: don’t do things on your resume just because someone told you to. Do it because you understand why it matters.

I've been helping with resume reviews where I can, and have been attacked by a few haters in the comment sections, calling me a scammer or accusing me of the old bait and switch. I'm not a career coach - I get paid by companies to help them hire people. I give back where I can, and yes, I have charged people who want to spend more time with me, but when I say I'm trying to help for free, I mean it. Kevin joined me for a session, and I asked for his feedback. If you need help, comment resume below and I'll try to slot you in.

I've been helping with resume reviews where I can, and have been attacked by a few haters in the comment sections, calling me a scammer or accusing me of the old bait and switch. I'm not a career coach - I get paid by companies to help them hire people. I give back where I can, and yes, I have charged people who want to spend more time with me, but when I say I'm trying to help for free, I mean it. Kevin joined me for a session, and I asked for his feedback. If you need help, comment resume below and I'll try to slot you in.