not because you haven't done anything.
because you couldn't position it right. couldn't connect your work to what they actually needed.
memory is a terrible career strategy here's what kills me. you're drowning in proof of your value. scattered across slack threads, jira tickets, email chains, notion docs. but you have no idea how to package it for the companies you actually want.
every high performer i know has the same problem. they've solved million dollar problems but can't articulate why those solutions matter to their target company.
we're doing the final step of positioning. we’re mapping your actual wins to what the market actually wants.
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we will reference past articles that i am hoping you’ve read over the weekend, if not, no stress? do it today.
at the end of the article you’ll understand exactly where to positioning yourself to what the market wants.
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collect all your work wins.
start with what everyone tells you to check: your resume, performance reviews, launch announcements. that onboarding doc that "someone" updated? the spreadsheet that "evolved" to actually work? find the processes you fixed. the spreadsheet everyone still uses. the notion template that became standard.
beyond company walls, what exists? oss contributions? side projects?communities you've built or actively shaped? newsletter? look at your teaching artifacts. workshops you've run. mentees who've grown. the junior engineer who's now senior because of your guidance.
this is basis the 384 unique votes i got on the WA group.
oh and we’re now 1000+ on the WA group. join here if you haven’t.
companies/industries you’re targeting.
where you identified target companies and their problems? please read it if you haven’t.
we covered people intelligence, product signals and market forces to understand exactly what the hiring market wants right now. if you haven’t read the article read the full article here first.
you want to take those raw notes and start categorising them. basically, strip your raw market research notes down to what matters: concrete problems, explicit skill asks, and the proof signals each company uses in hiring.