fashion

Recruiter
DIARIES
How to find your fit in fashion
& accelerate your career

By Dione Bledsoe

Nothing Beats a Good Fit

Nothing beats a good fit. It just feels right. When placed properly, people thrive, impacting their
team, company and the industry as a whole. Sound lofty?
The power of a proper fit illustrates why a candidate thrives in one environment and struggles in
another. The fit is a good match for a companys culture, team dynamics, candidates personality,
purpose, skills and natural abilities. A successful placement is about more than matching a resume
to a job description. I acknowledge the invaluable chemistry between candidate, company and team.
Finding talent is the easy part, something that every recruiter should be able to identify. Most of my
time is spent focusing on fit.
When partnering with HR professionals and hiring managers I help them understand what they
need and want from their future team member, leader and employee. This is not always easy. Often
times we have one of two views; a highly conceptual notion of who this person is and how they will
add value to the company or a detailed list of skills and qualifications. Neither is wrong but both
are incomplete. In addition to a list of qualifications and desired skills I believe in understanding
a brands heritage, company culture, team dynamics, consumer, and aesthetic. Finding the fit all
begins with understanding and discernment. Part of my job is to help HR and hiring managers
develop a comprehensive picture of the person that will be most successful in their given role and
ultimately contribute to the success of the company.
As an industry leader, executive, or CEO what are your goals and ambitions for your company or
brand? Im guessing you have a list of outcome focused goals. What about human capital? Who in
your company is thriving and who is struggling? Who is missing? As we begin to look at our list of
goals the answers are found in the people, the employees. What could your company accomplish if
each team member was maximizing their potential and thriving?
Why does the Fit exist? I believe that when people are in the right environment (for them) they will
naturally impact their team members, company and the industry at large in a positive way. They will
be loyal, content and they will thrive.
I help hiring managers and human resource professionals take a holistic approach to determining
who they need to attract, both qualitative and quantitative aspects. I encourage candidates to
develop a sense of self awareness, know their purpose, strengths and to actively pursue personal
growth.
Here are some questions to get you thinking

What are your goals and ambitions for your company / brand?

What types of people do you need to attract to your company to be more successful?

How will your companys human capitol impact the industry?

Recruiters Are Not Job Finders.

Rebuttable Presumption?
A while back, this article, Recruiters Are Not Job Finders was all over
LinkedIN. Nearly every angry recruiter was posting it like a banner of
defiance. Cant say that I entirely agree. As a niche recruiter, focusing in
Fashion, Apparel and Accessories I want to know everyone in my industry.
I encourage candidates to contact me if they have recently lost their job,
are looking to make a change or simply want to be a part of my network.
Why?
NETWORK
Instead of advertising my jobs I prefer reach out to The Fit network directly.
If a candidate is a part of my network then I am able to contact them when
an appropriate opportunity becomes available. I cannot count the number
of times someone has sent their resume unsolicited and a few months
later a client has a requirement that fits the candidates skill set.
FIT
One of the top reasons I hear for why candidates want to make a change
is company culture. Tell me about it. I want to know the good and the bad.
This information will help me to determine a good fit for a candidates next
employer, saving us both time, energy and potential job dissatisfaction. I
can also provide candidates with insight and direction on companies that
may be a fit or those who may not.
REFERRALS
Although I am working on a set number of positions I typically know
of other available positions in the industry. I also know a lot of internal
recruiters and HR professionals. Im happy to provide candidates with this
information.
True, I cannot help someone find a job. I think most people understand this
concept. When candidates send me their resume or request to connect
on LinkedIN I dont think they have the expectation that I will actually find
them a job. Rather they are asking for me to keep them in mind. That, I will
gladly oblige. Gladly!

Consider the Socks

It occurred to me that recruiting is a lot like
folding laundry. Some searches are clearly
defined from the start with well defined
expectations, desired skill set and market
experience. These are the easily identified
socks, are you tracking? Others are vague
despite a hiring mangers best intentions. A
position may have a range of expectations
encompassing more than one role in the
traditional sense. This is more common in
a small to medium sized company. We refer
to this as wearing multiple hats. Or, the skill
set desired may only be found in a select
few companies making the candidate pool
small and more difficult to identify potential
candidates. Sometimes hiring managers
are not entirely sure of what they want.
They may have a conceptual sense of
what theyre looking for, an outline, but
have not developed a holistic sense of the
person they need and want to hire. In these
situations its my job to help the hiring
manager determine exactly what they
want. This is where discernment becomes
critical. Piecing together the qualifications
and personality to determine the best
possible match is less than scientific and
more about instinct. In these scenarios its
Last week at 11pm I was sitting on the floor in my bedroom surrounded by socks. Late night
laundry. Observing the massive pile of socks that lay before me I carefully determined the
best course of action; set aside each sock until the matching counterpart was located.
Only then would the pair be placed back into the drawer with the others. Some socks were
easily paired, mostly those with distinctive patterns or logos. Others were not so easily
matched. The all white athletic socks ranged in size and thickness, their more ambiguous
state, proved a more difficult task to pair. As I neared the bottom of the pile the less distinct
socks remained singled out in the area surrounding the pile. In the interest of time and
wanting to get to bed before midnight, I was tempted to hastily pair them up and toss them
back into the drawer. Instead I decided to stay the course until each pair was found. I hate
wearing socks that dont match. It just doesnt feel right. It nags at me the whole day.

not until after the first or second candidate is

interviewed that the hiring manager is able
to more accurately pin point the aspects
of each candidate that they liked, or didnt
like. They begin to gain a clearer picture for
themselves. This type of search requires
more time, thought and again, discernment
in identifying potential matches for the role.
A fast food culture, the culture in which
we live, the demand for now is ever
increasing. The recruiter eager to make a
quick placement fee at the expense of fit
loses. A poor fit hurts the hiring company
and the candidate both in the short term and
the long run. Executive search isnt about
filling a seat there are plenty of staffing
agencies available to fill that need, should
your company decide to take that approach.
Instead, the successful recruiter will take
the time, ask the right questions and give
careful thought to finding the proper fit.
A strategic, well developed, customized,
proven process is key while instinct and
discernment are equally as important.
Nobody wants to wear mismatched socks.
The right candidate is out there, stay the
course, find the fit. Consider the socks.

A Word for the

Newbies.

So while Im not able to directly assist you allow me to offer a strategic approach to landing your
first job. This one goes out to the newbies.
SELECT A MARKET SEGMENT
Choose your market segment and choose
wisely. Want to work in Fashion? Dont apply
at Columbia Sportswear. Your first employer
can pigeon hole your resume into the types
of companies who will even consider your
candidacy for future employment. And the
next, and so on. Its a domino effect. We
humans like to put people into boxes. I know
you think youll be able to make the jump from
The North Face to Nordstrom, and maybe
you will but it wont be easy. Why make life
hard? Hiring managers like to see a theme of
companies within a specific market segment.
Down the road, consistency adds value to
your resume and recruiters will be calling.
Maybe me.
Popular market segments include, Active
or Athletic Apparel, Outdoor, Action Sports,
Contemporary, Denim, Fashion, Intimates or
Ready-to-Wear.
IDENTIFY
Identify 10-20 companies youd like to work
for keeping in mind the market segment per
the former. What not to do: apply with any
company who has a job posted on the internet.
Sure, I know what youre thinking, you need a
job. Its tempting, I get it. A word to remember,
equanimity. Slow is smooth, smooth is fast.
Target only those companies you truly want to
work for and eventually youll find a way in.
Promise. Remember, your first and second job
has the propensity to dictate your career path
so choose wisely.

I always feel a little guilty when a recent grad, resume in attachment lands
in my inbox. I wish I could help you with your job search, I really do but Im
probably not the best resource at least in this stage of your career. You
see, my clients engage with The Fit to fill senior level positions and above.
This could mean anything from Sr. Designer to SVP of Merchandising. An
assistant design or buyer position is a rare find on this recruiters list of
Career Opportunities. The problem is I really love entry level candidates.
Whats not to love? The creative enthusiasm, unlimited possibilities, hope
and willingness to work hard and learn frequently is paralleled only to the
joy of finding a perfect pair of jeans. Maybe. Maybe not. But the limitless
hope and opportunity remains. Ive made my point.

NETWORK
Lets pretend for a self-indulgent moment that
one of your well identified companies has a
job opportunity immediately available. Great!
Apply online, get the job and live happily ever
after. Back to reality. Thats often not the case.
The companies you want to work for may not

have any positions available. Thats where

networking and directly targeting becomes
invaluable. How do I mean?
Im not going to talk about how leveraging your
network is a good idea. Thats obvious. If you
have a friend or contact at a desired company,
obviously reach out to this person. There are
plenty of blogs and websites that discuss this
in great length. Instead lets look at a direct
approach to getting in front of the hiring squad.
TARGET
Start by identifying human resources and
corporate recruiters within a desired company.
This can be done on LinkedIn by running an
advanced people search. Type in the company
name and title (HR or Recruiter) and presto! A
list of names should appear. Once you have
a name you can then contact them directly
via email or you can send them a message
on LinkedIn provided you share a group. Dont
know what Im talking about? Refer to LinkedIn
Groupie as a guide to selecting LinkedIn
groups to join. Its free! I wouldnt recommend
calling or leaving voicemails. The ROI is about
as high as direct mail and frankly, it can be
perceived as a nuisance.
Next I suggest crafting an introductory email,
similar to a cover letter but more engaging.
Get creative. Tell them who you are, what
you do and why you want to work for their
company. How do you personally relate to the
brand? Are you and end user? Include your
resume, link to portfolio if appropriate and
then express your interest in future career
opportunities their company may have to offer.
You may receive an acknowledgement email
response or you may get nothing. Thats okay
too. Instead of sending your resume into the
abyss of online applications youve positioned
yourself directly in front of someone who has
the power to interview.

The timeline of finding a job can vary depending on a number of factors. Its best to blend
your efforts. Combine the direct, targeted approach with joining appropriate LinkedIn
groups and leverage your network. Dont compromise on the direction of your career.
Finding the right fit may take some time but we promise it will be worth the investment.

Self-Awareness
Part 1: To Talent
Self awareness goes a long way. Whether you are casually observing the job market, open
to learning about potential opportunities or an active job seeker, its always in your best
interest to maintain a high level of self-awareness. By knowing yourself, your strengths
and values you will inevitably save yourself a lot of time, energy and potential pain during
the job search process.
So how do we get there? Awareness to ownership to empowerment doesnt typically
happen overnight. But theres no time like the present. Increasing self-awareness should
be viewed with a sense of urgency.

Here are a few questions to consider at any stage of your career.

1. STRENGTHS
Do you know what your strengths are? There are several tests out there.
I personally like Strengths Finder 2.0 and the Meyers Briggs personality
tests.
2. CULTURE
What matters to you?
Do you prefer a more collaborative environment where team members
share ideas regardless of level?
OR a more top down leadership lead environment?
3. TRAINING
How about access to leadership training, continued learning and personal
growth?
4. ENVIRONMENT
Do you value an independent work environment or thrive in a group
setting? Relaxed and casual work at your own pace OR more fastpaced, structured and deadline oriented?
5. ADVANCEMENT OPPORTUNITY
Is opportunity for advancement important to you? Are you aiming for a
director, VP, President or beyond role?
6. COMPANY SIZE
Size matters. Do you prefer a large, corporate culture with lots of layers
and clearly defined roles and reporting structure?
OR a more medium sized company with less layers with more flexibility
and loosely defined role?
7. PASSION
What inspires you? Which brands and product do you connect with? The
most successful professionals work with companies and product that they
personally relate to.

Final thoughts
Its all a matter of personal preference. There is no right or wrong answer.
As an industry professional, its your job to know yourself. As a recruiter, its my job to
know which companies will align with who you are. More on that in part 2.
If you know who you are and whats important to you, youre more likely to identify the right
companies that are a fit for your strengths, culture and passion. Youll be more fulfilled and
thrive. Ultimately, isnt that what we all want?
So whats next? You know the answers to our questions. How about some life level
application?

In part 1 we asked a series of questions. Now that you know the answers
lets move from self-awareness to life level application. What shall we do
with this information? In Part 2 we will offer up some suggestions on how
to use this information to identify and discern potential companies for
which you may choose to pursue.

1. STRENGTHS
What are your top 5 strengths?
Are you utilizing at least 3 of your top strengths in your
current role? Which aspects of your role most fulfill you?
If youre not utilizing at least some of your top strengths in
your job, chances are you are not happy. Identifying a role
that taps your strengths is key to finding the right fit.
*did I overuse the word strength? Yeah, probably but I do
what I want.
2. CULTURE
This one might be a little bit tricky. Talk to someone inside
the company or a past employee. Ideally more than one
individual. Also, consider your source. What type of culture
does your source value? Are they soured or drinking the
Kool-Aid? Your best bet? Talk to a recruiter who has an
inside perspective of what its really like to work at dozens
of companies in the industry. I might know one
3. TRAINING
What am I talking about?
Leadership training
Mentorship programs
Seminars or shows. For example, I worked with a
candidate who valued the opportunity to attend materials
shows where she could learn about the latest and greatest
available raw materials and technology.

Sometimes companies will publish this information but

most dont. Nike has a reputation for providing world class
leadership training. If this is important to you its appropriate
to ask HR at an early stage in the interview process. It
reflects positively on you and gives the company a chance
to shine. Or not. And then you know thats not the right fit
for you. Done.
4. ENVIRONMENT
Independent vs. collaborative. Relaxed and casual vs.
fast-paced, structured and deadline oriented?
Again, this is inside knowledge but some companies have
developed a reputation for their work environment. You

Self-Awareness Part 2 Life

Level Application: To Talent

know who they are. They know who they are. Depending
on the market segment and product you can get a basic
sense. Trend driven companies like Forever 21 will have
a more intense vibe because their product and styles
are constantly changing to keep up with a trend driven
consumer. Makes sense right?
5. ADVANCEMENT OPPORTUNITY
How is the company structured? Are they a flat or vertical
organization? This is another appropriate question to ask
HR. You can find out if theres room for advancement by
asking indirectly. Heres how:
Whats the reporting structure?
When was the last time an employee was promoted?
Whats the average tenure?

Or you can directly ask an industry insider. Youre the boss

applesauce.
6. COMPANY SIZE
As a general rule larger corporations will have more clearly
defined roles and responsibilities. Meaning you may only
need to focus on one part of the process. That doesnt
mean less work or responsibility. It does mean you will
probably be required to work cross functionally and attend
more meetings. Interested in focusing on one part of the
process? This may be a good fit for you.
A medium sized company will have less structured role and
will allow you the freedom to get the job done with less
red tape, less meetings (sometimes) but youll probably be
wearing a few hats. If you like having more control over the
overall process and more freedom this may be a better fit
for you.
7. PASSION
If your LinkedIn profile photo is you hiking through Peru
my guess is youre not going to be happy at Elie Tahari.
But seriously, this should be an obvious one and yet for
so many it doesnt play out that way. Which brands and
product do you connect with? The more you can relate to
the brand, their consumer and the product the better. Your
purpose is where your passion and talents collide. You
know what you love.

Final Thoughts
Did I leave you with more questions than when we started? Are you
more confused now? Its not easy to navigate the industry, identify those
companies which we feel not only connected to but can also thrive in
their company culture and work environment.
If I know whats important to you, I can quickly give you a handful of
companies that you should consider pursuing. I can also tell you which
ones you will likely be unhappy with.
So what do you think? What matters most to you?

LinkedIn Groupie
How many LinkedIn groups are you a
member of? Two, five, 10? Did you know
that you can belong to as many as 50
LinkedIn groups? True story, LinkedIn
allows each user to join up to 50 groups of
their own choosing. You may be wondering,
why on earth would I want to belong to so
many groups? Spoiler alert, Ill tell you why
joining as many LinkedIn groups as you are
able may actually help you find a job that
is not posted on any job board including
LinkedIn. Im not saying that if you join
a lot of groups youll get a job but your
chances of being contacted by recruiters
and hiring managers will exponentially
increase. Heres why. When sourcing a
search for potential candidates I run an
advanced search for specific titles coupled
with a target company. First, let me back up
and define the term source. Souring talent
is recruiter jargon for identifying talent, or
mining names. This is often done through
a company database as well as LinkedIn.
Before a recruiter can contact a prospective
candidate we have to know who you are;
including your name, title and current
employer. At The Fit we source both our
database as well as our LinkedIn network.
Back to the sourcing process. Once Ive
identified a specific candidate Id like to
contact on LinkedIn I look for one of three
ways to contact you directly. The first is
your current employer. If its a well known
established company I can often email
directly if I know your companys email
format. For example, Dione@findthefit.net.
Easy, right? If I dont know the format Ill
check to see if we share a group. If we do,
then I can email you through LinkedIn via
the shared group. Lastly, if neither of the
former apply then I will consider sending
you what LinkedIn refers to as an inMail.
If you own a paid account, which most
recruiters do, you can opt to inMail anyone
on LinkedIn which sounds super convenient
and effective. A few things about inMails.

Paid accounts have a set number of inMails

that can be sent each month, sometimes
25, 50 or more so a recruiter must be
selective in whom they chose to use these
precious forms of communication with.
That brings me to why being a member
of as many LinkedIn groups as possible
is a good thing. Sending messages to a
shared group member or candidate is free;
theres no risk involved. That means that I
am much more likely to email you directly
if we share a group. See how that works?
The more groups you join, the more likely
you are to share a group with recruiter or
hiring manager, hence making you more
accessible to contact on LinkedIn.
So how do you know which groups to
join? A few basics. The most obvious,
always join groups that pertain to your
industry. Secondly, join appropriate market
segments. For example, if youve always
worked in the outdoor industry, joining
Fashionista Caf is probably not the best
use of those allotted groups. Finally,
choose a group that is specific to your job
function or product of focus. For example, if
youre a handbag designer, you might want
to join, Luxury Handbags. Patternmakers
should consider joining Patternmakers and
Graders group. From there you may want
to consider joining a number of more broad
and inclusive groups that cross market
segments and functions. Obviously, joining
groups with several thousand members
are best. Chances are a recruiter or hiring
manager will also be a member.
I recommend being both strategic and
liberal in selecting groups. Its free, its easy
and requires no ongoing maintenance. Will
joining a group help you get a job? Not
exactly, but it will make you more accessible
to a hidden layer of jobs in the market that
typically only executive recruiters have
access to.

BROAD FOCUS
Womens Wear Daily (58,939 members)
Fashion & Lifestyle Industry Professionals Worldwide
(156,777 members)
Luxury & Lifestyle Professionals (139,343 members)
The Business of Fashion (22,841 members)
Apparel & Accessory Jobs (43,052 members)
Retail Industry Professionals Group (325,554 members)

JOB FUNCTION
Ecommerce and Online Marketing Experts (51,222
members)
Gerber Technology CAD Solutions (1,378 members)
Retail Management (113,372 members)
Textile Designers (19,087 members)
All Retail Executive Network (53,156 members)

MARKET SEGMENT
Premium Denim Jeans (2,237 members)
Intimate Apparel Professionals (3,547 members)
Footwear Industry (20,465 members)
Luxury Handbags (4,432 members)
Sports Industry Network (138,502 members)
Outdoor Sporting Goods Connection (15,718 members)
SoCal Action Sports Connection (5,832 members)

There are literally hundreds of groups to choose

from. To make the selection process easier weve
listed a few of our favorites.

Remember The September Issue? After

months of planning and countless hours
of labor the September issue of American
Vogue was finally complete. Anna Wintours
response? Onto the next. In this moment I
had a realization, while seemingly obvious
yet nonetheless relevant to those who ever
wish to seek advancement in their career.
How easily and do we forget the massive
undertakings,
accomplishments
and
milestones in our careers? To some extent
we live in an industry where its taboo to
focus on anything of the past, never mind
the previous season. Yet, does this mindset
serve us in taking the next step in our
careers? Probably not.

Cataloging Achievements.
Industry Faux Pas or
Prudent Planning?

Its common practice at The Fit to thoroughly

prepare candidates prior to each stage in
the interview process. We provide specific
direction, strategy and coaching tailored to
the position, hiring company and candidate.
Part of such preparation includes asking
candidates to prepare a current or past
example of each key objective on the job
description for which they are interviewing.
By preparing specific examples of current
or past performance a candidate is able
to provide evidence of their skill set and
ability to effectively do the job. As opposed
to an opinion based response of Oh, I can
do that, real life examples provide proof
needed to convince hiring managers that
a candidate can hit the ground running;
that they are proven in the skill desired.
Additionally, by focusing these examples
on accomplishments candidates not only
illustrate their ability to meet but exceed
expectations. During the preparation call
the response is almost always the same I
didnt realize everything I had done in the
last 5 years or It was difficult to remember
everything I had accomplished. Why is
this? The answer is simple. As an industry, I

might argue as a culture, our tendency is to

downplay and often forget our achievements
and quickly move onto the next task at
hand. A job well done is often expected
rather than acknowledged and noted. But if
youre looking to make a change to another
company or simply want to move up with
your current employer its critical that you
document career highlights, successes and
specific accomplishments. An employee
with a well -documented career is highly
more likely to win an interview, promotion
or increase in pay. What employer can
ignore the facts of a well presented case of
past accomplishments?
What am I suggesting? What am I not
suggesting is that we all run about touting
our successes to one another like arrogant
jerks. Youre not likely to earn the respect
of your boss or impress coworkers this
way. What I am recommending is that you
develop a career diary. Nothing fancy,
a simple list will suffice. Every time you
achieve some form of success regardless
of the size or scope, write it down. You
might consider making a practice of this
at the end of each week. What did you do
well this week? Did you provide coaching
or training, improve a process, win a new
account, etc. In this way, you will have
dozens of examples to choose from when
the time comes to interview ether outside
your company or internally for a promotion.
According to Anna, Fashions not about
looking back, its always about looking
forward. I agree, just dont forget to catalog
your accomplishments along the way.

Last week a headline in Womens Wear Daily by Sharon Edelson caught my eye, Joseph
Boitano to Exit Saks Fifth Avenue. As in the Joseph Boitano, SVP and GMM of the Designer and
Contemporary business? Why would he abandon his rather coveted post after a 14 year tenure?
Then I remembered, Marigay McKee, former Chief Merchant at Harrods, recently assumed the
President post in December. Could it be new leadership? As I quickly scanned the article citing
the reason for Josephs departure his response was quite contrary to my own assumption. In fact,
he made a point of stating just the opposite, he said his decision to leave Saks had not a thing to
do with the companys new management. While Im certainly not questioning the authenticity of his
statement, the article got me thinking.
As a recruiter one of the first questions I ask a candidate who is actively looking to make a change,
is why. Why do you want to leave your current employer? Not always, but often times the answer
goes something like this, well they (the company) hired this new manager and you fill in the
blank. What is it about new leadership that causes so many to look elsewhere? This cycle appears
consistent across the board without prejudice of level or function within companies both large and
small.
At the risk of over simplifying this rather complicated issue one supposition can be reduced to a
common theme. People work for people. This assumption maintains truth on both sides of the hiring
coin. I recently spoke with a candidate who left her job in New York for a company in Wisconsin.
Its safe to say that Wisconsin was not at the top of her list of destination cities. Nor was the role
an exceedingly great one in terms of advancement or compensation. So why did she make the
change? A former boss that she thoroughly enjoyed working with took a job with the same company
and given the chance to work together again, this candidate accepted the job. On the flip side, Ive
had hiring managers request that I contact candidates they have previously worked well with in the
past. The rationale behind both is simple, working with someone you know and work well with is a
known entity. You know what to expect in terms of leadership style, skill set and personality. But its
more than that.
We spend so much time at our jobs; often more hours are spent with our team, managers and coworkers than with our significant others, friends and families. The people we work with can have a
major influence on our happiness, success and drive to excel. Have you ever worked with someone
who you just clicked with? Someone who motivated, encouraged or inspired you? This type of
working relationship creates synergy; an intangible element of our working environment exclusive
of compensation and even the larger company culture. Its priceless.
Am I saying that we should allow others to determine our futures? No, but when we find someone
who we work well with, it certainly makes life on the job a more fulfilling place.
What do you say?
Whats the value of a synergistic working relationship?
Would you leave your current role to work with a former (beloved) boss?
What lengths would you go to recruit a former co-worker who you knew was a great team member?

People Work for

People

With the immense round of layoffs True

Religion has set in motion, Ive received
dozens of emails from freshly former
employees seeking new opportunities. One
email in particular gave me cause for pause.
Although it is never a good time to lose a
job, I am eager to explore new opportunities,
and start my next chapter. I would argue that
such a positive outlook, wisdom and joy is not
the norm but rather the exception when one
experiences the loss of a job. Admittedly I felt
a sense of shame and jealousy I had not taken
this perspective at least initially.
A few things to keep in mind when experiencing
the loss of a job. First lets remind ourselves of
a few easily forgotten truths.

The Layoff

Dont take it personal. Its just business.

Its just a job and you will find another one.
You are not your job. Let me say it another

The layoff. Few things are more unsettling. That

lurching sensation in the pit of your stomach
when receiving the news you will no longer be
employed. A wave of anger, shock and despair
set in as you collect your belongings and
make your way to the front door. Why does
the exit suddenly seem so much farther than
remembered? It doesnt matter if you sensed
an imminent threat for weeks or the news
surprised to the point of disbelief and outright
denial. Its never pleasant.
I remember being laid off like it was yesterday.
What will I do now? What will become of
me? How will I pay my bills? Strangely the
former surpassed the latter in great jolts of
intensity. I realized in that moment that I was
not nearly as important as I thought I was and
that despite the story I had told myself, the
company would survive without me. What?
This new reality seemed impossible and yet
there I was wondering what I was going to do

with the rest of my life. Sounds dramatic right?

How often do we allow our jobs to assume our
identity? I am nothing without this job I thought
to myself as a wave of self-pity washed over
me.
The truth was I hated my job. I had been
miserable for months and this new found
freedom was just handed to me like a golden
ticket to the chocolate factory; a place filled
with unlimited possibility and potential. I just
couldnt see that yet.
Thankfully, several years later I am grateful
for that rather displeasing and unexpected
day. Ive thought many times about sending
my former bosses hand written thank you
notes for releasing me to what was without
a doubt a blessing in disguise. Thats an
understatement.

way. Your job is not your identity.

Examine your previous role with scrutiny.

Make a list of the pros and cons of both your
position and former employer.
Were you fulfilled? Notice I didnt say happy.
Happiness is a relative term. Jobs arent
always easy or happy nor should they be.
Happiness is often a byproduct of fulfillment
by way of pursuing ones purpose. Were you
able to utilize your greatest strengths?
Did you thrive in the company culture and
team environment? Were you challenged

in a healthy way? Did the company and

manager encourage you to learn and grow?

What did you love about your job or company?

What was left to be desired? Now that you
are able to take a step back and objectively
examine the evidence you will be able to make
a clear and intelligent decision as to which
roles and potential employers you wish to
pursue.
The reality which most of us chose to call home
is that we would have never looked outside of
the warmth and safety of routine had we not
been pushed out into the uncomfortable.
During the time of in between take advantage
of perspective.
Pursue perspective like a wait listed Balmain
blazer.
Maybe youll decide to venture into the rewards
and challenges of self-employment. Youve
been threatening to start you own line for
how long? Maybe youll choose the freedom
and flexibility of consultancy. Or maybe youll
compile the knowledge and experience you
have gained from your former life and decide
to actively pursue a role thats really right for
you. Whichever path you choose there is no
greater fulfillment in life than pursuing ones
purpose. Choose your own adventure.
Youre the boss applesauce. Andy Warhol

Talent is not
Enough
There are hundreds of articles online offering advice and tips on how to
market oneself. Ive read a few, some have value, others I might categorize
as obvious fluff. I wasnt sure what to expect from DWayne Edwards
presentation on the subject at the Athletic Outdoor Young Professionals
(AOYP) Winter Professional Development Event. Name sound familiar?
It should. Edwards is the former Footwear Design Director of Nikes
JORDAN Brand. He ought to know a thing or two on how to effectively
market yourself in a highly competitive footwear design industry. Edwards
is the founder of the first academy in the US dedicated to Footwear Design,
PENSOLE Footwear Design Academy.
To say the least his tips were refreshingly honest, direct and attendees
were glued to the presentation; furious note taking ensued. Edwards offers
a rare inside look at what to do and not do to land the job.

RESUME TIPS
DE: How does a resume tell a story? List your interests.
This is the only chance I have to get to know you as
a person. What are you hobbies? How do you spend
your free time?
List jobs that may not directly relate to the footwear
industry. Most resume coaches will tell you to take any
indirect experience off your resume as its considered
irrelevant. Edwards disagrees recalling one candidate who
listed Park Worker under employment experience. As it
turns out this individual mowed lawns as a part time job. If
this girl was willing to put on a jumpsuit and mow lawns she
is demonstrating willingness and work ethic, he explains.
DE: Theres no need for an objective, cover letter or
listing references on your resume. References are
a waste of time. Ive never called a reference. Who
is going to list a reference who will say something
negative? Edwards argues. Makes sense, right?
PORTFOLIO TIPS
You spend a lot of time on your portfolio but dont expect
hiring managers to reciprocate. Edwards explains that you
have less than 20 seconds to impress before being tossed
in the not interested pile.
DE: At Nike we would receive a huge stack of portfolios.
I turn 3-4 pages to the left and right; about 15 seconds

worth of review. This shortens the stack fast. 100% of

your portfolio should be online. 50% printed.
Include the following in your portfolio:
Table of Contents
Variety of projects
Video presentation with one or more projects
Visual communication that a 5th grader could
understand
Website address
Use your name as your email address. If youre using
catlover85@gmail.com you might want to reconsider or
face sudden death by elimination.

PHONE INTERVIEWS
DE: Im looking for different things at each stage of the
(interview) process. Aside from personality screening,
Im fact checking everything you said on your resume.
If you list a specific program on your areas of expertise
make sure youve got the experience to back it up
verbally.
IN PERSON INTERVIEWS
DE: Im looking for body language and how you
articulate your answers. I always have other people

in the room to observe the same. If you make it to

the in person interview I already know what you can
do, now I want to know you. Its not all about your
craft, you have to be a whole person. Talent is not
enough. Design is the most scrutinized position in the
industry. Millennials beware. Young people grow up
communicating with 140 characters or less. Get rid of
your phone for a bit. Its all about the whole person. If
you cant talk youre not going to get the job.
Edwards shares a story of one young very talented
designer who took 8 tries before landing the job at Nike all
due to a lack of communication skills.
THE IDEAL DESIGN PROJECT
Edwards share his theory of the importance of being able
to do multiple jobs. A contrast from the Nike mantra of stay
in your lane.
DE: 1 vs. 9. There should be 9 jobs demonstrated in
one design project. Being able to do 9 jobs as opposed
to one, will set you apart from the competition and
increase your value.

Include
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.

the following:
Design Brief
Branding
Research
Ideation early concepts, visual storytelling
Prototyping
Solutions
Materials
Color
3D Modeling
Rendering by hand & computer
Final show me the finale, the beauty shot
Tech Packs
Packaging

The ability to communicate well, demonstrate ability

beyond the status quo and have a personality are all key
components in marketing yourself. In an industry saturated
with talent Edwards reminds us that talent is not enough.
Want more straight shooting from Edwards? Offer to take
him to lunch. Thats the only time he doesnt work.

Private Equity.
Corporate Leadership
Alternative?
For some middle management and senior executives private equity
has become a term that makes many a stomach turn and produces the
occasional eye roll. The unsettling threat of potential job loss, fear of
change and an unwelcome shift in company culture.
Sure, private equity firms can add value by buying a tired brand that needs
revitalization. While private equity firms are widely acknowledged as data
and financial wizards many firms are realizing they need more fashion
industry expertise on their teams. As a result many firms are hiring industry
executives to deepen their knowledge and leverage their influence. Doesnt
it seem more reasonable to accept the suggestions of one who has lived
in the trenches?
Could this mean there is a new pocket of job opportunities for senior
executives? Im always eager to see where said leaders will land once
departing their prestigious posts. Last week, Ron Frasch, former president
and CMO of Saks Fifth Avenue, was named an operating partner at private
equity firm Castanea Partners, which owns Donald J Pliner. One might
consider if the grass is actually greener (no compensation pun intended).
What if youre not in line for the CEO throne? Maybe you have no such
aspirations? Could this be the new corporate leadership alternative? What
splendors can a shift in perspective lend a seasoned executive? Well,
probably plenty. I often hear many executives express the desire to provide
a more strategic view point and have the power to truly affect change at a
high level without the politics of a corporate culture. A role with a private
equity firm can often fulfill a desire to steer significant change and make an
impact on long term success for a brand without the quarterly pressures of
Wall Street. Theres opportunity to mend management problems or brand
positioning. Feeling creative?
2014 predictions indicate no signs of slowing the private equity buying
binge. As the industry continues to undergo major shifts in technology
and eCommerce the demand for more new jobs within firms is likely to
increase.
If you dont want to trade one brand or retailer for another, consider the
private equity route. If you do, call me.

Mentoring. Whats in it for me?

THE EXCHANGE OF IDEAS
Funny how engaging in conversation can drum up new ideas and ways to
approach a project or situation. Its easy to get stuck in the same thinking
pattern when the only voice we hear is our own. Often times connecting
with a person less experienced can provide fresh ideas and an outside the
box approach. Brainstorming sessions free from judgment of co-workers
or managers.
LEARN THROUGH TEACHING
You might surprise yourself at how much you actually know when
confronted with questions within your area of expertise. As we offer up our
knowledge we learn through teaching others. Suddenly Im reminded of
something I already knew and can now put to good use. Ah-ha moments
abound!
NETWORKING
You can never have too many friends. Having a strong working relationship
with a mentee is likely to offer a valuable resource for future networking.
You never know who they may know and where theyll end up. Sound
selfish? Its not. All part of the value of giving, youre likely to receive
tenfold.
PERSPECTIVE
A friendly and often humbling reminder of where we once were in our own
career. Suddenly all our problems dont seem so challenging and life is
pretty good after all. Common mistakes can be prevented in the future
when recalling how a situation could have been better handled in the past.

Consider Mentorship
Who among us has not benefited from a teacher, mentor or
wisdom from a friend?
Throughout most of my career Ive been fortunate enough
to have some pretty spectacular mentors whom I admired
and respected both within the fashion industry as well
as civic leaders. Ive sought their wisdom during difficult
decisions, feedback on projects and big ideas.
There are plenty of reasons as to why one should consider
serving as a mentor. Helping someone else has plenty
of value in itself. Obviously. Its the right thing to do?
Absolutely. So why dont more people volunteer their time
to help others grow and develop professionally?

Have I convinced you yet? Ready to gain all the benefits of being a mentor
but arent sure how to begin? Heres one idea.
Sign up to be a mentor with the Two Ten Footwear Foundation via Women
in the Footwear Industry (WIFI).
The commitment is minimal and the rewards abundant.
21 hours over a 12 month period. Thats less than 2 hours per month!

This includes:
3 hours: Preparation
12 hours: Talking / Meeting
6 hours: Reflecting

You dont have to be a seasoned executive or industry pioneer to qualify

as a mentor. Even if youve been in the industry for only a few years,
chances are you have something valuable to offer and even more to gain.

Centered
Leadership
Whats all this talk about Centered
Leadership? This concept is based on
having a well of physical, intellectual,
emotional and spiritual strength that drives
personal achievement and also inspires
others. It focuses on helping women
maximize their potential in leadership.
Being that I am biased to the female
gender, naturally Im intrigued.
The 2014 Outdoor Industry Womens
Coalition (OIWC) theme focuses on
Centered Leadership.
In support of
this model theyve offered a series
of educational events that feature an
executive from the outdoor industry who
shares their perspective on one essential
leadership skill that can give attendees
success in the outdoor industries and grow
their career.
Last night the OIWC clan gathered at the
Portland REI eager to hear guest speaker,
Adrienne Moser, VP of Global Product
Integration at Columbia Sportswear. Ive
heard Adrienne speak a number of times
before and she never disappoints. Her
authenticity, humility and sense of humor is
always well received.

In case you missed it here are a few key

highlights from Adriennes presentation.

Know your value and dont be timid in

Why the truth will set you free. Knowing

Develop your elevator pitch. You never

your strengths and weaknesses; being

know when youll be presented with the

honest with yourself about both.

right opportunity.

Women are more likely to promote

collaboration,

inclusion

and

talking about it.

build

consensus. These unique qualities set

women apart so dont leave your feminine
side at home. Embrace it!

Hire people who are better than you and

that balance out your weaknesses.
Knowledge is power so share it with
others.
Instinct is gold! Train your instincts.

Crucible moments. Everyone has these

Embrace the dichotomy. The beauty of

character defining moments in life. What

and vs. the tyranny of or. For example,

can you learn from these situations?

a sustainable line can be both eco-

Tell the truth and shame the devil.

friendly and beautiful.

True to Adriennes character a common thread throughout

is honesty and authenticity. Honesty with oneself is not
always an easy practice but always a winning strategy in
leadership. I left with a few nuggets of wisdom and a sense
of joy in fellowship.

Will Private
Equity Get You a
Promotion?
Its happening again.
A few weeks ago I mused on the current trend of senior
executives transitioning from traditional corporate
leadership positions to private equity roles.
Glen Senk, former CEO of David Yurman and Urban
Outfitters has linked with private equity firm Berkshire
Partners to form Front Row Partners, serving as chairman
and CEO which plans to build a portfolio of companies
in the retail and consumer sectors, Womens Wear Daily
reported.
So here we are again. What kind of impact will this shift in
leadership perspective have on the industry? How will it
shape brands, innovation and design?
2014 predictions indicate no signs of slowing the private
equity buying binge. As the industry continues to undergo
major shifts in technology and eCommerce the demand for
more new jobs within firms is likely to increase. Considering
the new possibilities from the investment perspective how
enticing will these new career opportunities become for the
senior executive who is truly ready to make a change?
How many companies exist without presidents, CMOs and
C-Suite positions alike? With top level positions vacated a
new crop of leaders will likely rise to take their place. As
industry veterans swallow up investment roles does this
mean an increased number of career opportunities for the
next generation of leadership? Or maybe it means nothing.

Why Do
Companies
Conceal Culture
From Talent?
What would happen if companies spent a fraction of
the energy used developing consumer facing brand
culture on communicating their company culture to
potential talent? Earlier this week I mused on the
growing trend of millennials taking a more strategic
approach to finding a proper fit within the industry.
Millennials are certainly not the only demographic
who desires a companys transparency concerning
culture.
If industry leadership truly believes that talent is
driving their success why is there not more dedication
to communicating a companys culture? There has
been improvement over the years. Most career pages
offer at least a paragraph or two highlighting company
history, facilities and at least a keyhole view of their
personality. Sometimes these summaries feel more
like advertorials than an autobiography.
What if there was more? Ive yet to meet an
HR professional who wasnt able to quickly and
effectively communicate with some enthusiasm the
climate of their culture. Honestly share the type of
candidates who are typically successful and why
people like to work with their team. Why then, is
this valuable information left to talent acquisition
and HR to communicate on an individual basis? The
overwhelming majority of industry talent is curious.
Tell us about your corporate vibe, work-life balance,
leadership training, career opportunities both laterally
and advancement. Transparency goes a long way in
building trust with potential talent as well as preventing
future misfits. Tell us about your challenges. Why
wouldnt someone be successful with your company?

Is the fear that being more specific will scare off talent?
Maybe it shouldnt be. Maybe we should stop being so
apologetic, attempting to appeal to the masses and
directly target the types of talent we really want. Isnt
this the strategy most brands use when marketing to
their consumers? Why is it any different with talent?
If brands communicated their internal culture from a
human perspective with a certain level of substance
and detail would you be more or less likely to make an
informed decision before wasting both parties time?
How many hours would this save both sides of the
interview desk, ultimately impacting the bottom line
while preserving a companys reputation?
I realize Im asking a lot of questions here while not
offering nearly as many, if any solutions. While I have
a few thoughts on the subject Ill save those for next
time. One thing is clear, is not on the decline anytime
soon. What we do with that insight is the real question.

#StandOut
Here are a few simple tools you can use every day.
INSTAGRAM
Since we live in a visual industry, photos are not only appropriate, theyre essential.
Did you just get a new sample that looks promising? Snap a quick photo then upload to
Instagram. Include a clever caption. Maybe you focus on a product detail or target customer.
Mention the brand using the handle or hashtag. For example @CharlesDavidCA or
#CharlesDavidCA
You can also target potential customers who may have an interest in your product by way of
mention, via handle or hashtag.
Mentions create brand awareness for the product line, customers and you.
Id recommending using additional hashtags with keywords that relate to the product or
caption. Instagram is easily searchable via hashtags and youre likely to receive likes from
users who are not your followers, resulting in more reach and ultimately gain the attention of
potential future lines or customers. By promoting others, you promote yourself.
TWITTER
Twitter is one of the fastest ways to spread your brand message and create product awareness.
When you upload a photo from Instagram you can also share it to Twitter. Theres a two-fer!
Just leave an appointment with a retailer or wholesale account? Why not tweet it and mention
the store or company? Include a photo of the retail space or product.
ENGAGING IN SOCIAL MEDIA TO LEVERAGE YOUR PERSONAL BRAND
In a sea of independent shoe reps how can you stand out in the crowd?
Stand for something. What can you bring to the industry that no one else can? Simply,
have a unique point of view. Do you have a distinct selling philosophy? Exceptional
customer service that goes above and beyond? Focus in a specific market niche?
Communicate your brand. Again. And again.
Social Media is a free and easy way to effectively leverage your personal brand, the lines
you rep and connect with new customers.

Follow others reps on twitter, customers and the lines your rep. Id also recommend following
a few industry news accounts to stay current on trends. Remember to retweet a post you like,
find value in or simply want to promote. The less its about you, the more its about you.
LINKEDIN
Be sure to join several relevant LinkedIn groups. Consider posting inspirational quotes, links
to industry news and of course, new product. Sharing an update to your profile and posting in
LinkedIn groups will increase your visibility. Your profile should be up to date, include a photo
and clearly communicate who you are and what you do. This is a great place to include your
selling philosophy or whatever makes you unique.
By now you might be wondering, how much time will this require? Less than 30 minutes a
day. The key to leveraging your personal brand is a clear, unique message. Communicate
consistently through social media channels while focusing on others.
How many other reps are engaging in social media to leverage their personal brand?
Maybe youll be the first. #StandOut

What Should I Wear?

JEANS
When is it okay? A lot of sites will tell you to never wear jeans to an interview. Im going to challenge this
assertion. If you are interviewing with a premium denim company, you should wear jeans. Just make sure
its their brand. Obviously.
SUITS
If youre interviewing for a President or CEO position wear a suite. For executive level roles like SVP, VP,
EVP, etc. it depends on the company and the position. If youre interviewing for the SVP of Design, Im
guessing you wont wear a suit. CFOs however, a suit is probably expected. If youre interviewing for a
director level and below, dont wear a suit. Ever.
MEN
Slacks and a collared shirt is an easy solution. No tie. No polos. I personally prefer a little more flare. Flat
front slacks, with a fitted top (no collar) and a blazer. Cool but not too polished. Alternatively you can opt
for slacks and a sweater. Choose your sweater wisely.
LADIES
Since women look nice is nearly everything we have a wide range of options. Slacks, Skirts, Dresses,
blazers and a range of tops all work well. Just no pant suits and dont pair skirts with blazers or you might
come off as Murphy Brown. The 90s are over. Heels or flats are just fine depending on what compliments
your outfit best. If youre not comfortable in heels but want a little lift try a kitten heel. Dont be afraid
to accessories. Make your look your own. Jewelry, scarves and handbags are all part of defining your
personal style and showing your personality.
BRANDED APPAREL
Whenever possible and appropriate wear the hiring companys apparel. HR at a certain athletic brand
once told me that when candidates arrive without a stitch of branded apparel on the first thing they do is
take them to the employee store for a little last minute shopping. This is especially true for active wear
and lifestyle brands. They want to see their logo or product.
WHAT SHOULD I WEAR TO MY INTERVIEW?
A question I am so frequently asked Ive considered adding a section to our website.
What you wear can set the tone for the interview. It can also have a major impact on your
confidence. In an industry that thrives on aesthetics, branding and lifestyle your interview
attire should be carefully planned.
There are several variations to this answer all depending on the hiring company, position
level and geography.
HERE ARE A FEW SIMPLE RULES TO FOLLOW.
Never abandon your personal style. Ever. Dont try to be someone youre not. The more
comfortable you are in your own skin the more relaxed and confident you will feel. A strong
sense of personal style often indicates the wearer has firm sense of self.

MARKET SEGMENT APPROPRIATE

Chances are if youre interviewing with a company you probably have at least some connection to the
brand. Hopefully. The clothes you wear to a Nordstrom interview will likely be more fashion forward than
to Eddie Bauer. Remember your audience.
GEOGRAPHY
East Coast tends to be more dressy and formal than their West Coast counterparts. Mid-West and
everywhere in between tends to take into consideration weather conditions and culture. If youre
interviewing in Madison, WI you might want to dial it back a bit. Salt Lake City, UT, think active. Colorado,
casual and active.
Pretend you are the hiring companys consumer and then incorporate the appropriate level of interview
dress-up. You want to look pulled together but you need to look like part of the team.

No Response
Ever been on a date, thought you had a connection then never heard from them again? You texted, you
called, you Facebook stalked, you waited. Nothing. Maybe you spent the next few days recanting the event
considering possible scenarios that lead to a lack of interest from the other party. Was it something I said?
Maybe I shouldnt have ordered the garlic chicken? While it could be any reason within the clockwork orange
that is your imagination its likely something less dramatic. Regardless of the real reason it never feels good.
Would you just rather have them tell you the truth? Maybe not the whole truth but something along the lines of,
look Im just not interested.
Somewhere along the way this lack of communication has become the standard. The status quo no response
has permeated the hiring process. How many times have you applied for a job online and never received a
response? Worse yet, interviewed over the phone, sent a thank you and received no response. Worst of all, met
with a potential employer in person only to never hear from them again. You thought the interview went really
well. They even said they would contact you with next steps.
Sadly, this is not an uncommon story. Oh if I had a penny. Has it always been this way? No. Seven years ago
I applied for a job and received a letter in the mail from the company thanking me for my interest, praising my
qualifications but politely declining their interest. Clearly this was a standard letter but still, it felt good and it
brought closure. Did I mention I received a letter? In the mail? Not an email. A letter on actual letterhead.
Why is the no-response a common practice today? Theres no simple answer. In this recruiters humble opinion
its partly due to the shift in electronic candidate applicant tracking systems. This is when you apply online for a
job and your resume descends into the black hole. But what about when you actually speak to another human?
Well, thats just bad form. Are we too busy to send a simple email thanking someone for their time with a polite
thanks-but-no-thanks? Its difficult to tell someone no. Rather than simply closing the loop we use avoidance to
assuage the uncomfortable. Its not right, no one likes it but its reality.
Fortunately as a recruiter I almost never experience this. Feedback from hiring managers overflows with the
good, the bad and the ugly. Could it be because they dont have to deliver it personally and its up to me to relay
the news?
How do you handle the rejection or lack thereof? Give it a week, maybe two at the most. If you still havent heard
back move on and let it go. The mental energy spent trying to figure out why will only consume you, preventing
forward momentum. Do not take it personal. More often than not, it just wasnt a fit.

Thank You
Remember when your mother always reminded you to say thank you? What do you say?
she prompted. While most are quick to offer the verbal gratitude for even the smallest
gestures a proper thank you in professional settings have become confusing. When do
you send a thank you? Is email appropriate or do I need to send a handwritten note? What
should I say?
While there are hundreds of blogs that will offer up free advice on how to navigate the
thank you landscape I propose that you not only consider the how but the equally important
why. First the basics.
PHONE INTERVIEW
An email thank you is appropriate. If you dont have their email address send it to the
person who arranged the interview.
Thank them for their time.
Outline the top 2-3 reasons why you are interested in the job. You can weave in how
your qualifications are a strong match for the role but make sure to highlight something
about the company and include a personal touch. Its likely that the person with whom you
interviewed would be your manager. What did you like about them. Make it about more
about them and less about you.
Keep it short and to the point. Do you like reading novels in email format? The longer the
note the less likely someone will actually read it.

IN-PERSON INTERVIEW
Send a hand written note. I know, youre probably already groaning. The hand written
thank you is actually easier than the email and the response is tenfold. No more than 2-3
sentences including the obvious thanks for spending their time with you. Heres where you
can get more creative and personal. What kind of personal connection do you have to the
brand or product? What did you love about the culture? Note something memorable from
your visit. Avoid reiterating how perfect you are for the job. That part ended when you left
the building.
WHY GO TO ALL THIS TROUBLE?
Especially considering many companies do not properly disposition candidates, engaging
in the no-response trend. Thank you notes are meaningful and always well received. I
love when I open my mailbox and find a hand written addressed envelope. It makes me
feel appreciated and I almost never forget the candidates and clients who send them. For
these people I would happily go the extra mile. Hiring managers are no different. This
industry is about relationships. You never know where someone might end up. Wouldnt
you rather leave a lasting favorable impression? Even if you dont get the job, a thank you
note will set you apart from the impersonal hiring process that our culture has sunken into.
Isnt it the right thing to do?

Should You Relocate?

RELOCATION. ITS A TOUCHY SUBJECT.
The last four consecutive searches weve engaged in
have required a relocation. The chief challenge being the
location of the company. Lets just say that these cities
have been outside of what the fashion industry might
consider major metropolitan or industry hubs. Location
aside each have been tremendous opportunities, offered
great company cultures and competitive compensation.
And Im not just saying that because these four retailers
are beloved clients. Frankly I would have not agreed to
take on any of these positions unless they were anything
but spectacular.
Relocation is tricky. Typically there are two camps. The
first group would rather cut off a limb before moving to a
city that is not on either coast. Surprisingly this is not the
majority. The second group is open to a move somewhere
in the middle but there are usually conditions.
SO WHEN SHOULD YOU CONSIDER A RELOCATION?
There are no other relevant or desirable companies in
your local area. This is true for locations that are home
to only one or maybe two apparel or footwear companies.
There are no local companies hiring. Its always
surprising to me when a candidate has exhausted all
local employment options and is unwilling to relocate.
This happens a lot in Portland. I get it, Portland is a great
city but its a tough market. If you havent had success
securing a position at one of the handful of companies it
might be time to look elsewhere.
You are presented with an opportunity that is simply too
good to pass up. Promotion, ideal position aka dream job
are both good reasons but Ive seen candidates follow
their former managers. People work for people.

Money. Lets be honest. If one or all of the said reasons

align candidates always see a sizable increase for making
the move. Money helps seal the deal but its never the
primary or solo reason for a move.

Change in lifestyle. Maybe youre ready to dump your 3K/

month 1000 square foot apartment in the city? If youre
looking for spending power, a lower cost of living and a
less hectic lifestyle it might be time to consider
a relocation.
WHEN SHOULD YOU NOT CONSIDER A RELOCATION?
A relocation would be damaging to your family. Got kids
in high school or aging parents? Stay put and put family
first.
You are a member of the first camp (mentioned earlier)
and would rather lose a limb that change your address. It
has to be a fit. If the geographic location of an employer
makes your skin crawl its safe to say the job is not a fit.
Obviously.
Its not worth it. Either the job or the company is simply
not enticing enough to uproot.

To the relocation nay-sayer, I might offer one piece of

advice. If you are able and willing to relocate if the job,
company and compensation align, consider interviewing.
Remember its just an interview. No one is asking you to
pack your bags today. You can always say no after the
initial conversation. You never know what you might be
missing out on.

Call Me. Maybe.

During a recent happy hour a friend confided in me that
she is sick and tired of recruiters cold calling. Oh, I
replied, theyre still doing that? My friend, a 20+ year
fashion industry veteran; well call her Sally, continues.
It went something like this. Sally is sitting at her desk in
the middle of a meeting, crafting an email or working on a
project when the phone rings. On the other end of the line
is an excited, sometimes aggressive, sometimes nervous
recruiter anxiously telling her about a career opportunity
and is she interested?
It sounds innocent and it probably is. Why isnt Sally
thankful for the call? Doesnt she want to hear about
available jobs in the market? Sure she does. So then why
the irritation?
The problem is that the timing is almost never right. Most
offices are open concepts filled with listening coworkers.
Its impossible to have a confidential conversation.
Maybe you need time to process the job opportunity before
making an intelligent response as to whether or not youre
interested. Maybe you need more information and simply
dont have the time to ask the right questions on the spot.
Your mindset isnt right. Prior to the phone ringing you were
calculating an important decision or making final changes
to a sketch. Switching over to job search mode isnt always
an easy or smooth transition. You may not be as ready
to absorb the information thats being spewed at you. As
much as we like to think that multitasking is a way of life,
its not effective.
The unsolicited phone call has become something of
a taboo in our modern culture. With more convenient
alternatives to cold calling like email, LinkedIn, etc. an
unexpected phone call from someone unknown on the
other end sets up the conversation for a bit of awkwardness
to say the least.
Back to my initial reaction and surprise that some recruiters
are still employing this technique. From my days long ago
working at one of the largest search firms in the US, we were
required to have a certain number of hours of phone time

per day. It didnt matter how ineffective or meaningless it

was; the more phone time the better. Ridiculous? I thought
so. Even worse, the reason we were strongly encouraged
to cold call was that senior management firmly believed as
recruiters we should be able to verbally convince someone
to pursue a job opportunity on the spot. Feeling disgusted?
My reaction exactly. As a recruiter its not my job to convince
you of anything but rather present the opportunity, describe
the culture, and let you decide if its right for you. I guide at
most. Never aggressively convince or persuade. Frankly,
its unethical and bad form.
I completely understand where Sally is coming from. I dont
remember the last time I picked up the phone and called
someone who I didnt know without a prearranged call
with purpose and expressed mutual interest in conducting
a business conversation. To that end, I personally do not
take calls that are not on my calendar. Sound mean? I
respect the time and privacy of the candidates I contact
with the same respect for my own schedule. Youre
probably wondering what kind of a recruiter doesnt sit
around on the phone all day. I dont. I have a firm practice
of only reaching out to those candidates who appear to be
well qualified first by email. Then if interest is expressed
Ill arrange a call at that fits their schedule. Its then that
we can have a private, comfortable conversation with the
upfront knowledge of the job expectations, company and
location. I dont like to play hide the ball. Lets get all the
cards on the table and have an honest conversation about
their needs and desires. Then, well talk about fit for the
role in hand.
Some recruiters may argue that email is impersonal. Im
not saying that all business should be conducted over
email. Certainly not! I subscribe to the belief that more can
be accomplished in a 5 minute phone conversation than
a 94 page email thread. Most business relationships are
developed through conversations, meetings and the trust
that is established through said means of contact. In this
situation, initial contact via email is just more effective,
convenient and comfortable on the receiving end.

So what can Sally do the next time she receives a cold call?
Politely ask the recruiter to pause. Explain that you are in the middle of something and cannot talk. Provide them with
a personal email address and ask them to send you an overview of the opportunity. Its okay to ask for the location. For
most this is a critical factor in determining interest level. Why waste time scheduling and conducting a call if relocation is
not feasible. Not all recruiters will tell you who the hiring company is but its okay to ask.
Thank them for their call. Tell them that if youre interested youll respond with a few days and times that youre available
to schedule a call to learn more. Most recruiters will respect your request and be thrilled to email you alternatively.
That wasnt so bad was it? Now its your turn to weigh in. How do you handle cold calls? Would you rather have a call
or an email?

Its less common today to see a resume with more than 5 years of tenure in one place.
Clearly there are exceptions to this rule. Im aware of a handful of candidates who have
more than 20 years with the same company. More with less than two years of experience
within each role. Overall the industry average is around 3-4 years at one company.
Why do we change jobs ever few years? Do we become bored, unchallenged, frustrated
or simply looking for a better fit? There are many valid reasons for desiring change. We
talk about most of them on this blog. The larger question is are we moving blindly through
our career or do we have a strategic plan? Ive spoken with several candidates who when
accepting a role quietly and personally commit to x number of years before considering a
change. Others who have a larger goal in mind and each position is a carefully planned
step in their career. Still others who have stumbled upon an opportunity that was simply
too good to resist.
Theres nothing wrong with change. While most of us resist the things that make us
uncomfortable, change is in many ways healthy. It causes us to grow. But again, theres
something to be said for the power of staying power. When I see a resume with 5-10 years
of tenure within the same company, I know I have found someone who is loyal, dedicated
and committed. Hiring managers never question whether this individual will jump ship
after a few seasons or wait it out until a better deals comes knocking. Theyve got grit,
endurance and the stomach to weather the storm through re-orgs, management changes
and their fellow coworkers moving on. These individuals should be greatly appreciated
and valued in their company. They carry an immense amount of institutional knowledge
that can be passed on to incoming talent.

The Power of Staying Power

Every March LinkedIn reminds me how long its been since the inception
of The Fit. Im embarrassed to admit that I almost always forget when
our anniversary approaches. This March we celebrated 6 years. 6 years
seems like a long time although for many of you with more than 20 years
of industry experience we probably seem more like infants. Everything is
always changing in our industry, the pace quickens every year. Trends,
mergers, leadership changes, new technology, the emergence of new
brands while others shutter. Theres something to be said for staying
power.

Is tenure something you should pursue at all costs? Certainly not. If you were in an
unhealthy relationship would your closest friends advise you to stick around? On the flip
side nobody and no company is perfect. How will you decide when its time for your next
move?

THIS Is Whats Important

To Fashion Companies
When Hiring
a match from the interviewers perspective despite what appears to be the required experience. Why?
Its not just about your skills, its about your background. Where have you come from?
Market Segments: If youre looking to move into the activewear space or already exist within this
segment, determine who your top target employers are. Who are their competitors?
Its not impossible to make the jump between segments but remember that once you make the jump
future career opportunities may be more limited to roles within this segment.
Its easier to make the switch from fashion to activwear or performance and outdoor. Not so easy the
other way around. Its a lot like models. You can get an editorial girl a catalog booking any day of the
week. But, you cant get a catalog girl an editorial booking. Rules of engagement.
Theres some controversy surrounding outdoor and activewear being close enough to warrant directly
related experience. This hasnt been my experience. True outdoor and outerwear brands are less likely
to consider the activewear and athletic market as a true competitor and vice versa.
Retail vs. Wholesale: As we all well know there are different systems, processes and calendars
associated with working in a retailer vs a wholesaler. Typically, employers want to feel confident you
can hit the ground running comfortably in their environment.
Size: If youre working in a large retailer or corporate structure, your best bet is to find another that
resembles size. The fear that most small to medium sized companies face is will someone accustomed to
several layers, support and corporate culture survive in a more hands on, wear lots of hats environment.
Its a risk from their perspective. It may also prove challenging to achieve the compensation package
with a smaller brand that may not be able to support stock options, etc.

When I landed my first real job at a fashion modeling agency as a booking agent I never considered how
accepting this role would limit or advance future opportunities. Now more than a decade later one of
the least enjoyable aspects of my position is informing candidates that their background is not a fit for a
specific opportunity.
Recently I had a conversation with a womens apparel designer whos focus was more fashion driven.
Her desire was to make the transition into activewear. I couldnt resist warning her of the implications
this move would have on her future career opportunities. Neither bad nor good this move would have
consequences open to the interpretation of ones desired outcome.
Last month we looked at a few ways to determine your ideal company culture and launch a strategic
approach to your job search. This conversation prompted me to drill down further into the strategic
approach for achieving your career goals. Lets get into it.
Todays market is becoming more specialized. Declaring transferable skill set as an asset is committing
interview suicide. Whats worse is wasting your valuable time pursuing roles that may not be perceived as

Aesthetic: This one is more subjective. This is where our egos can get bruised. Lets say youre
working for a large retailer within fashion. Fashion can mean a lot of different things. Is a company in
the luxury space targeting candidates in fast fashion? While thats a more obvious example, think like
the hiring company. Do they see themselves and your current employer as equals? This premise isnt
exclusive to fashion. The snob factor rings true within the outdoor industry. If one brand is seen as
an innovation giant with superior quality, its less likely that they will pursue talent from a mid-market
brand.
Does this mean that once youre on a path its impossible to make the jump? Absolutely not. It is
however the path of least resistance. Whats more important is that it begs the question, where do you
want to be?

Use This Tactic When

Negotiating Job Offers
Why is it sometimes so difficult to ask for what we want?
Or what we feel we deserve? Money is one of the most
common places where we get hung up in the interview
process. We have no trouble selling our strengths,
experience and personality. But, when it comes to the
money discussion, we sometimes stumble.
One of my closest friends is at the offer stage. Prior to her
interview I sent her my standard preparation guide. Money
is bound to come up during one of the interviews. There is
a simple, elegant way to tackle this topic.
When asked what you are looking for in compensation
here is the proper way to answer:
Im currently earning x$ base + x$ bonus. Total
compensation is approximately x$. Im very interested in
this opportunity and Im sure (insert company name here)
would make me a fair offer.
That is all. No need to say another word. As a general rule,
the first person to lay down a number loses.
The interview process is all about building value in yourself and developing rapport, not making demands
during the process.

Perceived value: Do you have all of the experience required for this role or do you fall somewhere in the
middle. Your hiring company will likely use this logic to justify a fair offer.

Nearly all potential employers understand that candidates desire an increase in compensation for making
the change. By simply informing them honestly of what you are currently earning allows your hiring
manager to begin to build what they believe to be a fair and attractive compensation package. Youre
actually not answering the question, but rather responding with another question. Now the responsibility
falls onto the hiring manger to speak first as to what they are thinking. The danger of blurting out what
you think you want initially is that a number that is either too low or too high may take you out of the game
prematurely or leave money on the table. Neither of which is desirable.

Emotional: You have a number in mind of what you are hoping to achieve. Why? Is this a purely
emotionally driven determination that has led you to an arbitrary figure? Rather than basing it on Im
worth it, look to other factors that will validate your case. Why do you want this job? Is it about achieving a
significantly higher compensation or is about something else that carries currency? Better culture, career
opportunity, brand, product, etc.

Are some of you cringing at the thought of not coming right out with what it is you actually want? What
will happen if I dont ask for enough? The art of compensation conversations, notice I didnt use the
word negotiation, is just that, a conversation. Often its a learning conversation wherein the objective is
a discovery of information.

Risk: Are you leaving a job with security? Are you moving your family across the country?

There are a few components to this conversation.

The facts: What are you currently earning? What is their budgeted compensation for this role? Does your
current compensation fall within their budget? Is there any room for an increase?

Market value: Is your desired compensation in line with current market value and geographic location?

Once youve considered all of the factors weighed on both sides you can begin to develop an intelligent
rationale as to how you have arrived at your target number. Being clear, concise and honest about the
why will likely get you a lot closer to your desired compensation as opposed to coming in hot with a
number straight out of the gate. By doing so, youll likely back your hiring company into a corner from
which there is little room for discussion. Not to mention damaging rapport.
Building a case for an offer is not a game, its an open and honest conversation involving both sides of
the interview desk.

How Millennials Are Getting

Savvy About Strategic
Approach
Im getting the sense that young people today are getting
ahead of the curve when it comes to the job search. In
the past week Ive been contacted by two college students
requesting informational interviews about the industry. In
my ignorance I assumed their questions would pertain to
daily life, advice for being successful and the like. While
those questions emerged during the interview, the focus
was clearly elsewhere. Both individuals focused the bulk of
their questions around determining a strategic approach to
finding a good fit.
When I graduated from college most of my peers were
concerned about finding a job within our field. As long as
it came with a salary and benefits we were thrilled. Find a
job and climb. That was the goal and thats what we did.
My perspective has changed significantly over the years

as I suppose we each discover whats truly meaningful.

Ironically, more than a decade later I spend the majority of
my time focusing on that simple, yet powerful truth; nothing
beats a good fit.

the industry to focus on the right fit, or is it better to get experience anywhere possible.
For this individual, gaining design experience in a range of womens apparel categories
was critical. How does one know which companies are more likely to offer specialized vs.
diverse experience? While cultural fit carries immense currency, achieving their desired
career goals weighed heavily in the decision making process.

While Im confident that the new crop of talent wants to

earn a living and accomplish their career goals, finding
an appropriate cultural fit seems to resonate at a louder
volume within the millennial demographic. Im hearing
more concern over finding the right employer that aligns
with their values, personality and lifestyle.

When I landed my first real job at a Fashion Modeling agency as a booking agent I never
considered how accepting this role would limit or advance future opportunities. Finding
the right combination of career opportunities, cultural fit and brand association are critical.
Todays young talent seems to get it, considering all factors.

New talent still values achieving desired career goals but

doesnt want to sacrifice cultural fit. One student asked
whether its just as important for someone who is new to

So, youre not a recent college grad, a millennial or just starting out. So what? How does
this affect you? The bigger question is how will companies respond to the increasing
demand for a well-defined company culture?

Heres To
The Crazy Ones
Has anyone else been feeling a little crazy lately? Im not
talking about our overloaded work schedules. Im pointing
to that underlying sense of doubt, questioning oneself.
Why am I doing this? Is this plan really going to work?
Last Friday evening around 7pm I was planted firmly in
front of my laptop deeply engaged in self-doubt when a
close friend and industry pro who I thoroughly respect
and admire sent me a youtube link to The Crazy Ones.
Over the past few weeks I have been planning a number
of new initiatives for The Fit. Not with the intention of
financial growth, although should that produce additional
revenue Im certainly not opposed. Rather with the
purpose of developing a deeper connection to the people
who represent our industry. Unconventional and counter
intuitive, these plans would soon become action without
little sense as to whether or not such ideas would be
well received, let alone successful. Nevertheless, I felt
compelled to take the chance. Inspiration can come from
many sources, but this one minute clip took the cake. It
reminded me that its okay for all of us to be different. To
want to change things. To at least attempt to overcome the
status quo.

When I entered the search business in 2007 I had no idea

what it meant or how things worked. Working for a mega
search firm the transactional business model was often
preached and readily enforced. A high volume of calls
over depth of relationships felt foreign and inauthentic.
It became clear as to why our profession maintained an
often less than upstanding reputation for being distrustful
and purely motivated by money as opposed to caring for
the well-being and best interest of candidates and clients.
What on earth had I gotten myself into?
Repeatedly in the principals office at my former job
because I couldnt swallow the notion of making 60+
mind numbing calls a day while my phone time was being
tracked. Typically skipping morning meetings themed
around overcoming objections, aka forcing jobs and
candidates down candidates and clients throats. Why was
executive search so opposed to a relational model?
When I left the firm nearly 6 years ago I decided to give
recruiting another shot. But this time I would do things a bit
differently. A way in which I felt comfortable and that aligned
with my values. While I have been criticized plenty by the

search community for an unconventional approach, I have always held the belief that our profession could
be changed for the good. Providing insight, making connections, offering advice and genuinely partnering
with both sides of the interview desk should be part of the daily toil. That standard. Not the exception. But
what if there was more?
People are paramount. Fit is a necessity, not an optional side dish.
As we move into our next phase Ill likely watch the video a few more times to remind myself that its okay
to be crazy. Sometimes.

Brand vs. Culture

Hmm, I thought. You havent really answered my question. Is your goal to
attract more consumers or talent? That begs the question, does an equal
parts great brand and product translate to a great place to work?
You tell me? As an industry professional are you more inspired by the
brand and product they create or the culture in which you work?
Naturally we gravitate towards product that we relate to. Particularly in
the performance and outdoor market segments theres an emotional
connection to the activities we personally enjoy. But is it enough to warrant
a less than desirable work environment? I suppose it depends on what
drives you and what you hope to gain with a specific role. For the most
part, the candidates we encounter want both a brand that inspires and a
healthy culture.
Acknowledging that no company is perfect, knowingly promoting a company
that has a notorious reputation for turning and burning employees was not
an offer I could accept in good conscience.
A few days later two senior level employees from this brand reached out
to me personally. Informing us that they are confidentially seeking new
opportunities. Apparently the brand / product superiority was not enough
for them.

We recently made a tough decision to politely decline partnering with a well-known activewear brand on
a few searches. Actually, it really wasnt a difficult decision at all.
I had heard from a number of industry connections over the last year that the culture was challenging.
Thats putting it lightly. Demanding pace, micromanaging, a revolving door of employees. Despite the
rumors, I took the call to learn more directly from the source. I was curious, what was their perception
of their culture?
I always ask new clients if there are any rumors about their company or any negative perceptions in
the market. To my surprise they were very well aware of their company reputation. HR shared with me
most of what I had heard from candidates. She added of course some of the benefits of working for this
brand, which while were not without merit carried more weight in terms of office aesthetics. Surprisingly
unapologetic with little desire for improvement in the future health of their company culture. I wondered,
why would someone want to work for your company? So, I decided to ask her directly. Her answer
was simple, yet telling. It went something like this, we have a great product, brand and loyal consumer
following.

Utilizing Strategic Search to

Get YOUR Ideal Job
Sick and tired of the shot gun approach to your job search? Why not try a more strategic approach? Earlier in the week
we talked about the importance of knowing what you want before developing a plan of action.
Whether youre employed and confidentially looking or between jobs and actively looking, a strategic approach will
cost you more time and thought but the rewards will be significantly greater. Besides, whats the alternative? Applying
online, otherwise known as the black hold of resumes. Lets face it, this is where resumes go to die. Or, wait for the
ideal opportunity to find you? A realistic possibility yet how will you know the role is right for you if you havent done your
homework.
Although this is nowhere near an exhaustive list, lets work from a few of the examples in our last post.
If youre seeking
UPWARD MOBILITY
Consider companies that are growing. If you notice a company is hiring a number of positons theyre likely adding new
roles. Or, seek a company with a reputation for promoting from within.
SOCIALLY CONSCIOUS OR MISSION DRIVEN

Engagement. You want to feel like youre part of something as opposed to just a number.

A BRAND THAT YOU CAN RELATE TO PERSONALLY

In general, smaller to medium sized companies are a bit cozier with less red tape which typically promotes engagement.
If youre set on a corporate structure refer to Work-life balance and leverage your network to gather the information you
need to make an informed decision. Another resource to consider is glassdoor.com. Sometimes youll find interesting
comments from past employees that will offer insight. It may not confirm that the company promotes employee
engagement but it will be obvious if they do not.

This one is easy. Do they align with your personal beliefs, hobbies or lifestyle?

PUTTING YOUR PLAN INTO ACTION

SUPERIOR PRODUCT THAT INSPIRES

By now, you might have 10-30 companies on your list. Now comes the easy part. Use the advanced search on LinkedIn.
Type in the company name and title of the person who you would potentially report to. For example: If youre a Director
of Product Development, you would likely report to a VP. Repeat this step to determine your best HR or Talent Acquisition
contact. For large companies, Director of Talent of Acquisition. In smaller or medium sized brands, HR director is more
likely to be your point person. Once you have a complete list of names and titles to corresponding companies you can
contact them directly either via email or through LinkedIn.

Which companies in your market segment are publicly acknowledged for donating to charity? Aside from great product,
which brands appear to be more mission driven? Obvious examples are: Keen, REI, TOMS, Wild Fang, etc.

Which brands do you admire for innovation, craftsmanship, or overall aesthetic?

CONTINUOUS LEARNING. OPPORTUNITIES TO GROW PROFESSIONALLY.
Youre likely to find more learning opportunities in small to medium sized companies. With less employees youll be given
the opportunity to try new things and work in more than one function. With smaller brands youll get hands on experience.
Some larger corporate settings offer training and development. Macys, Neiman Marcus, Nike are a few examples of
companies that offer formal training programs.
WORK-LIFE BALANCE
Some companies have a reputation for turn and burn cultures. Others are more subtle. This is where youll need to
leverage your network to find the truth. Who can you talk to who has worked there in the past? Be careful to not base your
view on only one persons experience. Talk to at least three. LinkedIn is an easy way to find people who have worked at
your target company in the past. Talk to recruiters whom you know and trust.

Introduce yourself, express your interest in the brand and why. This is a great opportunity to include some of the reasons
you were drawn to this company and why youre reaching out. Include your resume. A paragraph maximum will suffice.
Dont write an essay on your career history and why youre awesome. Keep it brief and to the point.
You just made a strategic contact with a company you would be truly interested in working for. When the timing and
opportunity is right your chances of being contacted for a role that aligns with you is significantly greater. Without the
guesswork.

Finding the Right Work

Environment to Thrive In
I wouldnt say Im cynical but most of my close friends would say Im not easily impressed. Last week I took a call from
a young woman who was seeking some direction on which companies to target for her job search. While still junior in
her career she possessed a deep level of understanding of the kinds of things she was seeking in her next employer.
She knew what she wanted to gain through experience and was willing to find the right company who would foster these
aspirations. Impressive.
Most of us have at least a vague, underlying sense of what we desire from our work. Some of us are seeking fulfillment
or engagement within a meaningful role. While others may have an aggressive list of goals and benchmarks we would
like to achieve.
Is it whimsical to believe that we can achieve our desires through personal efforts alone? If we simply work long and hard
enough will we eventually reach our destination of personal satisfaction?
Most of us acknowledge that we cannot do it all alone. We need the right environment in which to thrive. But what
does that environment look like? How do we know which environments will be fruitful and which will drain us and foster
resentment.
This begins with some self-awareness. Rather than taking a shot gun approach to whatever comes your way, consider
spending some time thinking about what truly matters to you. Its not always as easy or simple as you may think.
What matters to you? A few ideas to get you thinking

Upward mobility. Opportunity for promotions. Youre looking for a career track.

A socially conscious company. Mission driven.

A brand that you can relate to personally.

Superior product that inspires.

Work-life balance.

Continuous learning. Opportunities to grow professionally.

You want to feel like youre part of something as opposed to just a number.

Once you have a firm grasp on whats important you can begin to narrow down your list of potential future employers.
Maybe its a combination. Even better. The more specific you can be about your desired culture and goals, the easier the
process will become when determining fit.
A companys culture typically represents the people, systems, beliefs and scope of the overall organization. So where do
you go from here? If youre ready to develop a strategic search plan continue here for step by step instructions.

Whats IN and Whats

OUT of Resume Design
RESUME AESTHETICS
What does your resume say about you? What message does it convey? In many ways the aesthetics of your resume are
as important as your personal appearance at an onsite interview. A neat, clean, well-tailored resume sets the tone for a
positive first impression.
It may not come as a shock that weve seen a few resumes. A recent trend Ive noticed is the increased use of imagery.
Graphics, photos, charts, blinding color, and infographics have made their way onto many creative professional resumes.
I get it. Youre attempting to showcase your creative talents in the hopes that someone will see your stunningly beautiful
resume and offer you a job. But, thats what your portfolio is for; use it. Even the most cleverly executed infographic wont
properly convey your personality or creative genius. It just looks messy. Even worse, its difficult for Hiring Managers,
HR and recruiters to read. I dont want to have to hunt for your most recent employer or job title. A resume should not
resemble a treasure map. Most programs dont parse graphic heavy documents. Meaning, your resume will not be
properly filed and likely not found when searching for a candidate with your skill set.
A few style tips for keeping your resume well groomed.
IN
Keyword Summary
Strategically centered at the top of your resume is both convenient and
aesthetically pleasing. Keywords also
parse nicely.
Bullets
Breaks up bulky text. Refer to Essay Style as the messy alternative.
Supporting evidence
Percentages or numbers are a great way to prove your claim. For example,
increased sales by 17% as a result of bestselling design.
LinkedIn Profile
The person reviewing your resume is likely going to cross reference you
on LinkedIn anyway, why not save them some time and include a link to
your profile.
Links
Have some work you would like to showcase? Sample sketches, designs,
projects, writing samples? Include a link at the top of your resume.

OUT
Objective
Including an objective became pass when Saved By the Bell started
airing reruns. Its over.
Essay Style
Resumes are not minor cogitations. Clear, concise statements read well
and without the text feeling overwhelming. Break up your points with the
bullet style of your choice.
References
We dont recommend including an additional page of references. When
the time comes, you can simply provide your potential employer with one if
its requested. References available upon request can go away altogether.
Its stating the obvious. As opposed to not being available?
Imagery
Debatable as to whether or not this was ever acceptable. Graphics, lots
of color, photos, charts, etc. have no place on your resume. Communicate
your experience the old fashioned way, through writing. Refer to Links.
Cover Letter
The controversy continues as to whether or not a cover letter is still
necessary. My perspective on the cover letter is that if your resume is
well written a cover letter is redundant and frankly, an extra document to
read. Not time well spent. Most cover letters say the same thing. If theyre
clever enough to have some substance they wont sway my opinion of
a candidates qualifications or fit for a specific position. One thing is for
certain; if you opt for a cover letter it should be a separate document. Not
combined with your resume.

The Dire Consequences

of Overlooking Fit
new role she met resistance from every
side when attempting to reach the status
quo. Despite challenges she remained
diligent and successfully out performed her
counterparts nationwide with a sweeping
80% in sales during the 4th quarter. But
instead of gaining popularity, she became
more and more unpopular. Team members
were simply not used to her way of doing
things. Finally the day came when she
made a mistake. Except it wasnt really a
mistake. She was just following her bosses
orders. It didnt matter, she took the blame.
They had found a way to let her go.
Feeling betrayed, disappointed and slightly
relieved I got another call from Angela. This
time it was for advice on her resume. She
was ready to get back on the job market.
PREVENTION METHODS

Im probably going to lose my job in 2 hours. Its a

mandatory meeting. The writing is on the wall. Thats how
the conversation started. Last week I got a call from a close
friend and colleague whom I have known for many years.
The story goes something like this. Angela left her job
7 months ago where she had enjoyed a lengthy tenure,
loved the people she worked with including her boss and
thrived. She took a call from a recruiter who presented
her with an opportunity that she decided to pursue. After
successfully winning the interview process Angela received
an offer that was 20K more than her current base salary.
Money coupled with more growth opportunity she decided
to accept the position. 60 days in Angela knew she had
made a mistake. Culturally this company was significantly
different from her last employer. She was used to moving
fast and leading a team of motivated sales people. In her

You might be wondering, how did she not

know that this company was such a poor
cultural fit? Were there no signs? If she was
so happy why would she even consider a
new opportunity? Angela made two critical
errors. First, not thoroughly investigating
company culture. Although hiring teams
put on their best face during the interview
process, she could have asked about
team dynamics, challenges, work pace,
etc. its also important to gain an outside,
independent opinion of what its really
like. What are former employees saying?
Glassdoor.com? Secondly, Angela got a
dose of the green eyed monster. Never
focus on money. Although tempting to
accept a significantly higher salary, its not
worth your quality of life. Working 16 hour
days and being miserable most of the time
isnt a life. No matter how much money you
earn. Ultimately Angela sacrificed her track
record and left a less than desirable mark

on her otherwise pristine resume.

ROAD TO RECOVERY
The good news is that one short stint on
your resume isnt career ending. Not even
close. Most reasonable hiring managers
and recruiters understand that bad things
happen to good people. If the majority of
your background is solid, a poor fit can
be overlooked. Its important to be honest
about what happened but be careful about
assigning blame. Take responsibility while
conveying the reality of the situation. Never
say anything negative about a previous
employer. People can read between the
lines. Chances are, theyve been in a similar
situation at some point in their career.
Sound familiar? Have you ever left an
employer for what you believed was an
offer you couldnt refuse? Only to discover
you had made a terrible mistake. What did
you do?

Think inside the box.

The Tailored Resume.
So you have a lot of skills you want to show off on your resume? Good for you. Not everyone is multitalented. Having a
variety of skills and varied job titles on your resume is a good thing in life but it can make your job search a whole lot more
challenging. I know, its not fair. Its reality. As humans we seek to categorize people places and things. Its natural. Your
resume needs to read clearly and consistently so that the person reviewing it can easily and quickly put you into a box.
Does your resume match the job you want? Tips for the tailored resume.
THE SUMMARY
I prefer summaries with key words as opposed to lengthy paragraph formats. If you opt for a traditional paragraph, focus
the language on the job youre interested in. As opposed to positioning yourself as a jack of all trades. Most medium
to large sized companies want specialized experience. A little variation is okay but keep it focused on the position of
interest. The only exception to this rule is in a startup. Startups will value background diversity for obvious reasons.
JOB TITLES
To even be considered for a role youve got to think like the person hiring. This could mean HR, a recruiter or the hiring
manager. If youre applying for a position in Merchandising, does your resume consistently read merchandising with your
previous titles?
Sometimes employers award unusual job titles. This makes for extra fun in tailoring your resume. You have to be honest,
so use the title given but consider using a more common or similar title in parenthesis. While a good hiring manager
should be able to read between the lines, youre more likely to get past the initial review if its more obvious to them. Why
not make it easy?
Were you a consultant or freelancer for a time in your career? Rather than using the title CEO or Consultant, use a title
that more accurately reflects what you did. Best scenario is to match the title to the job youre applying for. You can still
maintain the work consultant. Example: Sr. Designer Freelance.
SKILL SET
Do the skills reflect the role you are pursuing? If youre unsure take a look at the job description posted. If theres a
specific skill you possesses thats listed on the job description but not on your resume, consider adding it. Pepper these
skills throughout as they are applicable to previous positions.
The end goal is to get your resume as closely aligned for the job youre pursuing. This will increase your chances of
getting the initial interview. During the call you can elaborate on your many talents.

CONSIDER THIS
Where did the additional money or responsibility you would get come from? Was your next raise or
promotion just given early? Will you be limited in the future? Will you have to threaten to quit in order to
get your next raise? Might a cheaper replacement be sought out?
Youve demonstrated your unhappiness or lack of blind loyalty, and will be perceived as having committed
blackmail to gain a raise. You wont ever be considered a team player again. Many employers will hold a
grudge at the next review period, and you may be placed at the top of the next reduction-in-force hit list.
Apart from a short-term, band-aid treatment, nothing will change within the company. After the dust settles
from this upheaval, youll be in the same old rut. A rule of thumb is that more than 80% of those who
accept counteroffers leave, or are terminated, within six to 12 months. And half of those who accept
counteroffers re-initiate their job searches within 90 days.
Finally, when you make your decision, look at your current job and the new position as if you were
unemployed. Which opportunity holds the most real potential? Probably the new one or you wouldnt have
accepted it in the first place.
TOP 10 REASONS NOT TO ACCEPT A COUNTER OFFER
1. After resigning, you have made your employer aware that you were looking
and unhappy. Your loyalty will now be in question.
2. When promotion/raise time comes around, your employer will remember
who is loyal and who is not.

What to Consider When

Considering Counter Offers
Youve gone through the entire interview process and received a great offer; a better opportunity with a
better company. Youve analyzed and agonized over the decision to leave your current position, for what
appears to be a better one, and youve decided to accept the offer.
However, upon resigning, your current boss asks you to stay and makes you a counter offer. Career
changes are tough enough as it is, and anxieties about leaving a comfortable job, friends and location
and having to reprove yourself again in an unknown opportunity can cloud the best logic. But just because
the new position is a little scary doesnt mean its not a positive move. Since counteroffers can create
confusion and buyers remorse, you should understand what youre up against.
Counteroffers usually involve offering more money, a promotion or future promises. The Emotional
Counter Offer is a calculated approach to guilting you into staying with the company.
Youre too valuable. We need you.
You cant desert the team and leave them hanging.
Why would you want to work for that company?
We were just about to give you a promotion, and it was confidential until now.

3. When making difficult decisions about cut-backs, the company may begin
with those that are deemed less loyal.
4. Accepting a Counter-Offer is an insult to your intelligence and a blow to
your personal pride, to simply be bought at the last minute.
5. Where was the extra money for a counter-offer at during your last
performance review? Most companies have strict wage/salary guidelines and
may be simply giving your next raise early or buying time to hire someone in
your place.
6. The same circumstances that now cause you to consider making a change
almost always reoccur within the next 6-12 months.
7. Statistics show that if you accept a counter-offer, the probability of voluntarily
leaving in 6 months or being let go within 1 year are extremely high.
8. Once the word gets out, the relationship you now enjoy with co-workers
will never be the same. You lose personal satisfaction of the peer group
acceptance.
9. What type of company do you want to work for if you have to threaten to
resign before they give you what you are worth?
10. Accepting counter-offers after already accepting another position burns
bridges with other companies, your recruiter, and ultimately shows all 3
parties that you can be bought.
Need more evidence? Do your own homework: google counteroffers and see
what you find.

Resignations Are Hard To Do,

This Strategy Will Help
Breaking up is hard to do. Whether youre a seasoned veteran with a 20 year tenure
or only been around a few years, its never easy to say goodbye. Resignations can be
emotional, high pressure and difficult to navigate if youre not properly prepared. While
every company can be different in the way they handle resignations calling it quits could
vary depending on your manager. Leaving you unsure of what to expect.
We always prep our candidates both emotionally and strategically prior to the resignation.
It wont be easy; after all you likely spend more time at work than you do with your
friends and family. Keep it short and sweet. The less you attempt to explain yourself the
less chances of brushing your managers ego or worse. Focus on the positive from the
inception of the resignation until your last day of employment. This likely wont be your last
resignation, better not to burn any bridges.
THE SIMPLE STRATEGY FOR EXECUTING THE RESIGNATION.
Focus on the positive. Thank them for the opportunity. Did you learn anything, did you
grow? Have you enjoyed working with your team? Nows the time to express gratitude for
anything positive you experienced during your tenure.
Less is more. Is better to simply state that youve decided to accept another opportunity
and will be moving on. Your last day is x date. Heres where it gets tricky. Sometimes
employers will want to know the details of your next employer and position. Where are
you going? How much are they paying you? Why are you leaving us? If this happens,
just relax. Youre not obligated to answer. You can politely inform them that you prefer
not to say. Or if you feel compelled to answer, keep it brief, focusing on the learning
opportunities at your next role. Under no circumstance are you required to reveal the
compensation package. Asking in the first place is in poor form. If you do answer, this will
likely open up a new set of challenges known as the counter offer.
Counter Offers. Counteroffers usually involve offering more money, a promotion or future
promises. The desperation or ego of your employer suddenly decides they need to do
whatever it takes to keep you around. That is, just long enough to find your replacement. A
counter offer should never be accepted under any circumstances. But, dont take my word
for it. Simply google the term counter offer and decide for yourself.
Keep quiet. Once youve executed a simple yet difficult conversation, exit the office
quietly. Dont discuss your resignation or new opportunity with any coworkers. This will
only stir the pot. Stay positive and focused on your role until the end. You dont want to
give your employer any reason not to provide you with an excellent reference. And of
course, resist the temptation of saying anything youll regret later, even if its warranted.
Easier said than done?

The Winning Strategy for

a Tradeshow Interview
HOW TO MAKE A MEMORABLE IMPRESSION. IN A GOOD WAY.
Prepare. Obviously. Just as you would for a phone or on site interview research and
familiarize yourself with the product and position. You might consider reviewing your
hiring managers LinkedIn profile to see what this person looks like. That way youre dont
appear lost when arriving at the booth or meeting location.
Focus. As I stated earlier, although its tempting to approach the interview casually, this
is still an interview. Take 5 or 10 minutes in a quiet corner to mentally prepare and review
your notes. Ive suggested that candidates go into the restroom if need be. Sometimes its
the only quiet place on the show floor.
Stay on track. Interviews are a dance. Let your interviewer take the lead initially by asking
their questions. But, remember theyre often scattered and tired from previous meetings.
The show takes a toll. Keep the interview on track by working in all your accomplishments
throughout the conversation. You still have to sell yourself. Questions are an easy way to
break up the conversation and pepper in your selling points.
A gesture of gratitude. Consider bringing a coffee for your interviewer. Its not only
thoughtful and memorable, it might be just what they needed. Dont bother with resumes
as they are just extra paperwork to carry around. Instead leave them with your business
card. Remember to thank them for their time. If someone brought me a coffee for our
meeting, I would always remember them.
Dont talk about your interview with anyone. If youve just come away from what felt like
the best meeting of your career the temptation is to share the good news with others. Even
if its someone you trust its in poor form to disclose that youve interviewed with another
company while youre at a tradeshow to conduct business for you current employer.
We all know it happens. Sometimes in secret other times blatantly out in the open. If youre one of the
lucky few to score an interview at a tradeshow there are a few things to consider.
ADVANTAGES
Youre not on the hiring companys home turf. A tradeshow is neutral ground. Hiring managers tend to be
a bit more casual in their interview style. The adrenal and momentum of the show works in your favor.
Interviewers tend to be less critical at a show than they would at the office. Typically youll meet with one
person as opposed to a round of potential future team mates.
DISADVANTAGES
Youre tired from an extensive meeting schedule. The tendency is to approach the interview with an overly
relaxed or casual attitude. Your interviewer may also be tired and a bit scattered.

Sounds straightforward right? Take advantage of this unique opportunity with a winning
strategy.

Is Your Process
Design Driven?
The most common challenge Senior Design
Executives report is finding designer leaders
who are strong conceptually with hands on
garment construction experience. It seems
that the candidate pool of designers with
said experience is becoming shallower all
the time. And Im not talking about small
start up brands who simply want to keep
costs down by doing more with less. These
complaints stem from well known, beloved
brands with sizable head counts and major
market presence.
Maybe youre wondering, if companies
will employ three jobs (designer, product
developer, technical designer) instead of
one, why does this skill set matter? Why
not utilize three jobs so that each individual
can focus exclusively on their specific role
or as Nike puts it stay in your lane. Simply
put, the more control over the design
process the higher the quality and attention
to detail; usually. Companies who are
producing product thats highly regarded
in the marketplace are typically design
driven. Meaning their designers know how
to sketch, make changes to pattern and
fit, create a tech pack and communicate
changes to factories. They might even
know how to sew. Imagine that.
This doesnt mean that the designer is
executing all functions at once but it
does mean that the designer has enough
institutional knowledge and hands on
experience to drive the process and
maintain a high level of design integrity. The
initial concept doesnt get lost in fit sessions
or costing. In the design driven process
the product developer, patternmaker, etc.
assume a more supporting role as opposed
to having three chefs planning the menu.
Everyone acknowledges that companies

are structured differently and utilize various

methods to execute the design process.
Its not uncommon for large retailers to
employ a designer, technical designer and
product developer while patternmakers
are outsourced to overseas factories. In
this scenario the designer is left with the
responsibility of turning out a high volume
of sketches with less attention to the actual
construction of the garment. All the recent
grads said Amen! While it may sound like a
dream come true to some, the demand for
senior level positions with a full range skill
set is becoming more intense. Especially
at the management level. These brands
want someone who has been there, done
that and can mentor more junior designers
who lack the skill set required to execute
the process.
In the US its more common for higher end
fashion labels to impose a design driven
process with onsite sample makers and
patternmakers. On the opposite end of
the spectrum, outdoor industry designers
commonly maintain this level of control.
Major retailers whose consumer is athletic,
sportswear or Bridge and below often
maintain a highly structured product
creation team, where the designer is a cog
in the wheel as opposed to driving the bus.
Perhaps this is why European and Canadian
designers are sometimes more appealing
to US based employers. Designers typically
have a solid foundation and practice the
entire process throughout their career with
the support of the previously mentioned
roles. Is the US lagging behind? Is this skill
set we are no longer teaching in school?
If youre thinking about becoming a
designer, realize that its more than just
creating beautiful concepts and images.

Maybe you consider starting your career at a company that will train at every stage in the
process. It may not seem as glamorous but the payoff is bigger. Are you a designer with
this skill set? Good news for you, there are some incredible career opportunities available.

1. HAVE YOU WORKED WITH THIS CLIENT BEFORE? HOW LONG HAVE YOU WORKED TOGETHER?
This will give you a sense of how well they know their client. Id recommend asking this one first as it will add some color
to the questions to follow. If a recruiter has worked with a client a long time chances are they have a strong sense of what
the client needs in terms of both skill set and cultural fit.
2. WHY IS THE JOB AVAILABLE?
The answer youre looking for is either a) recent promotion or b) new position. This means the company promotes
from within or they are growing and can add new hires. Either way its a good sign. If the position is available because
someone left the company or was let go, you need to do some more digging. This isnt a red flag but gather as much
insight as you can.

Did You Ask the Recruiter?

Been contacted by a recruiter lately? If youre on LinkedIn chances are your inbox and
voicemail is swimming with messages from recruiters. If youve taken the time to actually
speak to one of us you may have noticed we ask a lot of questions. Heres another one,
are you asking the recruiter any questions?
Theres a few key questions you should be asking every recruiter when discussing a
potential opportunity. A good recruiter will answer most of these without you having to
ask. In case you dont gather this info during the conversation I suggest you do some of
the asking.

3. WHATS THE REPORTING STRUCTURE?

This one is a little sneaky. If its a highly structured, corporate, environment you know you will likely be focused on one
aspect of the process. If there are less layers employees probably wear a few hats. Theres no right or wrong answer just
know the type of environment thats right for you. Also, who are the cross functional departments?
4. TELL ME ABOUT THE COMPANY CULTURE.
Dont let this one go too easily with a generic answer. Get creative to get to the truth. Which companies do their
employees come from most frequently? Similar companies tend to pull from one another. Is there a flexible start time?
Whats the dress code? Does their company culture mirror that of their consumer?
5. WHATS THE COMPENSATION RANGE?
You might not get a straight answer but its critical you know whether or not theyve got the budget to bring you aboard. I
typically ask candidates their current base salary and bonus structure. Then, if its on the low to middle end of the range
I tell them that they would stand to see an increase if they made the move. You dont to be in the range but at the very
top end with no change of an increase. Its okay to ask if you are on the high end of the range. Then, at least you know.
6. HOW LONG HAS THE JOB BEEN AVAILABLE?
This will tell you if there are potential concerns with either the company or the position. As a rule if a job has been open
more than six months it might be a red flag. My next question would be why? There could be a reasonable explanation
but you be the judge.

Remember, there are some questions your recruiter may not be able to answer. Distribution channels and five year
marketing strategies might be more appropriate for hiring managers. But dont be afraid to ask. You might be surprised
at how much some of us actually know.

Choose Ye Internship
Wisely.
Before Cal State Fullerton would issue my diploma I had to complete an internship. Like any student with two
part time jobs and a full course load this feat seemed rather unappealing and next to impossible. As a Journalism
major I was expected to complete this requirement somewhere like the OC Register or some other respectable
organization with journalistic integrity. The thought of writing for a newspaper sounded worse than not graduating
at all, a mind numbing, soul suffocating experience that I could not bear. Since there were no fashion journalism
internships available (that would satisfy graduation requirements) in Orange County I chose the only Fashion
Industry internship was seemed acceptable; a modeling agency. I like to think that had I chosen to follow the path
of lemmings on staff at the Daily Titan I would not be where I am today. No better, no worse, I just wouldnt have
found my passion and purpose.
We all have to start somewhere and sometimes that means putting in your time as an intern before proving
yourself worthy of a higher rank. Theres no shame in it. Take Tom Ford for example. After graduating from
Parsons, the former YSL and Gucci visionary interned in Chloes press office. Or Sylvia Plath (my favorite author).
In 1953, Plath interned at Mademoiselle, an experience which she fictionalized in her novel The Bell Jar. At 16,
Stella McCartney took an apprenticeship with Christian LaCroix.
Internships can dramatically impact your future career. Choosing an internship thats right for you is decision I
dont recommend taking lightly nor procrastinating, such as my 23 year old mind instructed.
CONSIDER YOUR FUTURE.
Five years from now is your internship the type of place where you would like to be employed? Look at your
internship as a first job. Choose your market segment and choose wisely. Want to work in Fashion? Dont apply at
Columbia Sportswear. Your first employer or internship can pigeon hole your resume into the types of companies
who will even consider your candidacy for future employment. And the next, and so on. Its a domino effect.
WHAT ARE THE BENEFITS?
Beyond the name on your resume and school credit what other benefits does this internship offer? Whats in it
for you? Can you utilize their network and contacts to find a full time job following the completion of a successful
internship? Is there an opportunity to have your work published? If you select a smaller to medium sized company
youll likely have an opportunity to take on larger projects that can be included on your resume to enhance your
experience.
PAID VS. UNPAID
The great debate, should interns be paid? While you can find internships that offer compensation most will not.
Consider Lauren Indvik, co-editor-in-chief of Fashionista who fondly remembers her internship at Vogue as worth
every sacrifice. Should you dismiss these golden opportunities? It depends on what youre looking to achieve.
Remember, you can get a summer job at Dairy Queen. Can you get the experience you need serving Dilly Bars?
You decide.
When choosing an internship, choose wisely. Just like a job search its better to be strategic and wait for the right
fit as opposed to checking the box.

What Its Like

On The Inside
If theres a single piece of wisdom I can offer candidates consistent across every job
opportunity its this: Once you meet the team in person youll know in your gut whether or
not its a good fit. I can tell you all day long about how great the company culture is, the
people, the job. But at the end of the day theres just something about visiting onsite when
you instinctively have a sense for this is right or this is wrong. How well organized was
the interview loop? Were you left sitting alone for an extended period of time with no one
around wondering what the hell was about to happen next? Did you meet with potential
co-workers, your future boss, HR and Senior Executives? Did they remember to feed you
or at least give you a glass of water? How was the tour? Were people smiling, laughing,
or exhibit a zombie like expression meandering the halls. You know the look. If they could
only warn you they would.
Ive said phone interviews are like first dates. If a phone interview is a first date then an in
person interview is the equivalent to meeting the parents. After spending all day meeting
extended family (coworkers) youll know whether or not you can see yourself making a
more serious commitment; even accepting a future proposal (offer). Can you live with
these people?
As you know, were a little obsessed with fit. We define fit as a good match for a companys
culture, team dynamics, candidates personality, purpose, skills and natural abilities. We
spend a lot of time getting to know the real, authentic you, understand your skill set,
what drives and inspires you. Relationships and regular conversations with HR and hiring
managers are vital to understanding the needs of the company, their culture and the
type of candidates who thrive within their way of life. But again, theres just something
about meeting in person that really brings everything to life. You get an inside look (cue
foreshadowing) at what its really like to live and breathe their culture.
Thats why weve decided to launch a new series, The Inside Look. Its not that this is
really a new practice, weve been meeting with our clients for years. We just thought
you might like to be in the know as well. Each piece will feature one of our clients. Well
include physical space and layout, company vibe, what theyre wearing and insights into
geographic location. Think mini travel diary. Lets face it, location is huge. Sorry, we cant
include proprietary information. Obviously. But if you want to know what its really like
inside, weve got you covered.
What kind of matchmaker would I be if I didnt meet the other half?

Fun with Words

Maybe I have an abnormal sense of humor but when I read this article on the top 15 words hiring managers never want
to see on your resume, I had a good, long laugh. According to the article more than 2200 hiring managers compiled a
list of 15 words they consider to be among the worst terms to have on your resume. The complaint stemmed from the
lack of substance that say nothing of your experience, achievements and personal successes. So why do we use these
generic words on our resume? They seem like a good idea at the time and theyre probably even true. But, Im going to
take it one step further and argue that there may also be some unintentional, undeserving negative meanings attached
to the overuse of these generic phrases.
The next time you update your resume consider a hiring mangers translation of the most annoying key words.
BEST OF BREED
Not to be confused with Best in Breed. Woof. Woof.
GO-GETTER
That guy from Extreme Makeover Home Edition.
THINK OUTSIDE OF THE BOX
Exempt from the rules.
SYNERGY
Cannot work independently.
GO-TO PERSON
Drama queen.
THOUGHT LEADERSHIP
Big ego.
VALUE ADD
Are we selling Happy Meals?
RESULTS-DRIVEN
Look at me. Look at me.
TEAM PLAYER
Does not play nice in the sandbox.
BOTTOM-LINE
Doesnt care about the people only numbers.
HARD WORKER
As opposed to lazy?
STRATEGIC THINKER
Cannot be bothered with menial tasks such as email or
meeting invites.
DYNAMIC
Multiple personalities.
SELF-MOTIVATED
Does not require adult supervision.
DETAIL-ORIENTED
Cannot see the big picture.

Interview Prep.
Step. By. Step.
GENERAL QUESTIONS AND PREPARATION ITEMS
1. The job of the first interview is to build value in yourself
and build rapport. Provide examples of your current and
past experience, your expertise, knowledge of the industry
and connect with on a personal level.
2. Why do you want this job? Prepare this answer ahead of
time. Focus on the positives that x company and this role
has to offer as opposed to saying anything negative about
your current employer. Examples might be the growth
opportunities, company culture, etc.
3. Relocation (if applicable): x company is aware that the
opportunity, compensation and logistics have to be right
for you to make a move. If it comes up, stay focused on
the positive. Stay away from saying things that would
lead them to believe you truly would not relocate if all the
elements aligned. They are unlikely to take you seriously
as a candidate. You dont want to cut yourself short in the
process.
4. Compensation: I doubt that compensation will be
discussed on a first interview. However, if asked what you
are looking for in compensation here is the proper way to
answer.

Ive had a lot of requests to publish my interview preparation

guides. I send a rather lengthy (sometimes overwhelming)
interview preps via email to each candidate prior to an interview.
I try to warn them ahead of time but the response is always the
same, thats, um, comprehensive.
What can I say, I like to be thorough. Why not provide candidates
with the opportunity to put their best foot forward?
So without further disclaimers heres my interview preparation
guide. Sorry, this isnt funny.

Im currently earning x$ base + x$ bonus. Total comp=

approximately x$. Im very interested in this opportunity and
Im sure x company would make me a fair offer. THATS
IT! No need to say another word, first person that speaks
in negotiation loses. Its understood that candidates expect
an increase in pay to make a move and relocation. The
interview process is all about building value in yourself, not
negotiate. Your job is build value in yourself, build rapport
and my job is bridge any gaps at the time of offer.
5. Top 2-3 strengths AND weaknesses. Think about these
ahead of time so youre not caught off guard.
6. Take a look at the company website to familiarize
yourself with the product, aesthetic and consumer.
7. Highlight your accomplishments: Prepare at least 3-5
accomplishments you are most proud of.

BEHAVIORAL BASED INTERVIEWS

The most popular style of interviewing used by HR and
hiring managers is Behavioral Based Interviews. This
is based on the premise that the best predictor of future
behavior is past behavior. For this reason, its critical to
provide current and past examples of your experience as
opposed to your opinion. Giving examples provides proof
that you can not only do the job but youve done it or youve
had the experience. Hence, you can hit the ground running.
Examples to prepare for: This is where I insert the key
requirements or skill set the hiring manger is looking for.
Its typically something thats not on the job description.
This provides the candidate with specific examples to
prepare for.
Special Instructions: Heres where I include tailored tips
based on the candidates strengths or weaknesses as well
as the hiring managers personality.
Attached: I always attach the hiring managers LinkedIn
profile. This provides the candidate with some background
on the interviewer. Youd be surprised how often there are
mutual connections. This is a great way to warm up the call
quickly and establish rapport.
Verbal Preparation: Finally, I always offer the candidate
the opportunity to connect by phone prior to the interview.
Typically there are questions about how to answer a
specific question if it comes up.
Sound like a lot of work? It can be. But remember, you
never get a second chance to make a first impression.

Manage Your Email

Like a Boss
Ever feel like your email inbox is taking
over your life? Consuming all your time
and preventing you from getting your real
work done? Youre probably a lot smarter
and more organized than this recruiter and
thats never happened to you. Prior to my
recent email ban (more on that later) heres
how a typical morning transpired.
9:00am: Sit down at my desk, green
tea in hand. Open my email. I typically
receive upwards of 100 messages a day.
First, systematically deleting all the junk,
promotions and requests from Nigeria.
Next, move onto the stuff that requires
minimal reply thought. Its early still. Better
check LinkedIn and accept requests to
connect, check Twitter and my FB page for
notifications. Now Im totally sidetracked
on the feeds. Whats Cara Delevingne
wearing? Better click on the link to view the
whole story.
10:00am: time to respond to emails that
require a more thoughtful response.
Now its 11:00am and not a single item on
my to-do list has been scratched off. The
act of checking the off list items brings me
great satisfaction and the unscathed list
now looks more daunting. Feeling rushed
and unproductive.
Surprise! Structuring my day in a way that
is email centric is totally unproductive!
Over the past few months Ive completely
changed my daily agenda.
I scan (notice I didnt say check) my email
on the way into the office for any urgent
messages that require immediate attention.
Dont worry Im not driving. Typically there

are less than 5 and if Im really honest with

myself, 4 can wait.
First thing I do is review my to-do list that
was prepared the day before I left the office
so I know exactly what needs to be tacked
and in what order.
I complete the top two priorities first with
no interruptions from the phone or email.
Turning off the volume on the ringer and
disabling the outlook notification sound
does a world of good.
By noon Ive completed at least 2 top
priority tasks and Im now ready to check
my email. Ill only allow myself to respond to
the most critical and urgent messages. This
usually takes less than 30 minutes. Back
to the task list. Ill check my email again at
5pm and clear out my inbox completely. I
find that purging my inbox at the end of day
goes faster since Im motivated to wrap up
the day.
You see, I discovered that I was using
email to avoid the truly important tasks.
The projects that would move me forward
instead of treading water in a river of
emails.
Maybe you cannot believe that someone
would actually work this way. Or maybe you
can relate. All I know is that I will no longer
allow email to dictate my day. Instagram,
thats a different story.

Lunchtime Therapy
for under $20
Work can get crazy busy. Sometimes just crazy. How do we
maintain our sanity during challenging seasons? Well, by
skipping out on work occasionally. You heard me. Taking
an occasional break from the work day to do something
other than that which is listed on your task list is immensely
beneficial to gaining perspective and emotional wellbeing.
About 6 months ago I started meeting with one of my besties
once a month for lunch. Although both of our schedules
are packed we mutually agreed that our relationship was
valuable and worthy of time set aside for us to connect
face to face. No matter how massive my work load is on
the day of our lunch dates I never cancel or reschedule. I
know that the work will always be there. Relationships are
more important.
We have no set agenda; were not networking or discussing
professional plans. We just talk. About everything. Theres
nothing like having an authentic conversation with a true
friend. Were talking serious therapy for less than $20.
Who can beat that?
Afterwards I always feel refreshed with a new perspective.
Suddenly the worries or challenges of the day seem to
shrink. Our meetings give provide me with a routine escape
that I can look forward to and count on. People talk about
taking vacations to obtain this sense of relief but I would
argue that quality time with a good friend can do just the
same.
Worried about how youll pull off a mid-day office escape?
For starters block it out on your calendar. That way your
coworkers wont be wondering where youre at or go looking
for you. Most companies are flexible with start times and
lunch breaks. If youre worried about making up the time
maybe you come in an hour early or stay an hour late one
day. Im willing to bet that your boss wont mind you taking
an extra hour once a month as long as your work gets
done. People work out and go to doctors appointments
over lunch. Why not have a meaningful conversation with
a friend?