May 13, 2025 • 17 mins
You nailed the interview. They smiled. Then… silence. Here’s why.
Summary:
- Most candidates never pitch themselves—they only answer questions.
- Hiring managers aren’t mind-readers. Your job is to connect the dots.
- Show up as the solution to their problems or opportunities.
- Learn the pitch that landed roles at Microsoft, Apple, and more.
- Two levers that close interviews: positioning + pitch.
https://moveupcareers.com/coaching
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
I am asked all the time oncoaching calls, emails at live
events by people who know that Iknow a lot about job interviews,
getting hired, standing out.
I'm asked all the time, what'sthe number one thing I could do
to get the job?
(00:21):
What makes someone stand out ininterviews and be the one that
gets the offer?
And I pause here because I couldgive a quick answer of listen to
the podcast.
And while that's half a joke,it's also completely true.
This show has helped listenersland roles at Fortune fifties,
fortune five hundreds, makecareer pivots into new
(00:42):
industries and even double theirsalaries.
If you don't believe me, I'm notgonna show you my inbox, which
is full of emails from all overthe world.
People telling me their stories.
Go look at Apple reviews.
They are all 100% real and thereare people who talk about it, a
ton of'em.
So go look at those hundreds ofthousands of professionals in
(01:03):
over 40 countries have used thestrategies here to move up in
their career.
And the best step for you to hopon this ride is to make sure
that you hit subscribe to thepodcasts.
If you wanna show some love,leave a five star review, leave
a rating, and means the world tome.
I don't want to give a surfacelevel answer to a question that
(01:26):
deep, right listen to thepodcast is great, but.
You're here and I'm here, solet's get to it.
What I've learned frominterviewing over 10,000
candidates leading nationalsearches and coaching everyone
from entry-level professionalsto executives earning over
$400,000 a year most in the 150to$300,000 a year range.
(01:49):
There's no simple magic sentenceor one weird trick that gets you
hired, but I do know some thingsthat will make.
A really big difference.
If I had to narrow it down tojust two things, two levers that
you can pull, and I teach peopleto pull in coaching sessions
that change everything, it wouldbe these.
(02:09):
The first is present yourself asthe solution to the company's
problem.
Not every problem.
The problem that.
You can solve.
So if they're having financialproblems and you're a marketing
person, maybe you can help withsales and help bring in more
money, but you're not going tofix the books for them, right?
Not fix the books in thegangster way, like in movies,
(02:32):
fix it, make the books better.
You're not going to solve that.
So you're not solvingeverything.
You're not gonna say, Hey, thiscompany suffers from the, bad,
this and that.
I can solve all of that if youare an intern.
Let's be real.
No one gets hired for justhaving a great resume though.
Companies are hiring to solve aproblem, and we're getting
(02:53):
granular here to the positionthat's open, that you've applied
to.
There is a problem there.
It could be an opportunity, itcould be a challenge, it could
be a couple things at once.
The, easy answer is the problemis that the person that was in
that role quit left, got fired,and so it's open.
That's the problem, but thatrole exists for a reason.
(03:13):
If it's a marketing VP role, itcould be to compete if you're
Coke, it could be to competewith Pepsi.
And the challenge andopportunity of gaining market
share while not losing marketshare, right?
Or entering new markets.
If you are a tech person, thechallenge or the opportunity
could be using AI to obviouslymake this company way better,
more efficient, or using AI tomaybe make something more
(03:35):
secure.
You know the answer to that.
It might be that the operationsare stretched thin, marketing is
underperforming.
Their leadership bench is weak.
They're missing a key skill ontheir team.
Your job in the application andthe interview is to position
yourself as the answer to that.
Most candidates don't do that.
They talk about their jobtitles, responsibilities.
(03:56):
They read their resume frombeginning to end.
I've seen that a couple thousandtimes.
They ramble about how they're ateam player, a fast learner.
Meanwhile, hiring managers arethinking, if they're even
thinking about you at thispoint, if they haven't tuned
out, oh, you're a quick learner.
Oh, you, you have a great workethic.
How are you going to help uswin?
(04:17):
How are you gonna help us grow?
From what I've learned andgathered in this conversation,
it seems like the biggestchallenge here is scaling your
client operations whilemaintaining that high touch
experience.
I've helped do that before atboth Apple and Microsoft, and I
(04:38):
know how to implement thesystems and train the people to
get you there.
That's a different level, andit's simple.
That's showing up as someonethey can picture leading the
work, not just shadowing someoneelse's work.
And it's not just a theoryaccording to.
2025 LinkedIn Global HiringTrends Report.
(04:58):
74% of recruiters say they'remore likely to advance a
candidate who clearly connectstheir experience to the
company's pain points, even ifthat person is missing a few
preferred qualifications.
I've been preaching it on theshow for years.
Everyone else starting to catchup.
Interview coaches, whetherthey're any good or not, most of
(05:20):
them aren't from around theworld.
Tell me.
They're like, oh, I'm gonnasteal that.
That's so good.
I'm gonna start using that in mycoaching.
Maybe I'm not the first personto use this ever, but I,
essentially have created thesolution method, connecting the
dots of how you can help thecompany today and even more so
tomorrow.
Clearly, how you can do that,that is putting your skills,
(05:45):
your ability, your pastexperience, what you've proven
you can do to work for them, andeven better is when you give
clear examples.
One of the things I focus a loton is putting together a quick
pitch deck on a key area, veryshort and sweet.
Here's how I plan, or here's howI'll be able to get you from
(06:05):
here to here.
This is the opportunity thatwe've both identified.
This uncapped, untouched,whatever opportunity.
Here's how I can.
Get that for you.
Here's how I can grab that.
That's being a solution.
There's way more to it thanthat, but I'm, I'm trying to do
surface level here.
If you and I are in a backyardbarbecue and you say, Hey, what
(06:26):
are the two things I can do?
That's what I'm trying to dohere.
It's gonna be a long answer, alot longer than it would be at
the barbecue, but hey, I thinkthat's what you're here for.
Number one, being, presentingyourself, showing that you are
the solution to the company's.
Not just problem, butopportunities, challenges,
opportunities, problems.
Don't just be the negative.
You can also be in the positive.
We can do more together, right?
(06:47):
That's an opportunity.
Number two, two of two.
Know how to pitch yourself.
This is where even strongcandidates drop the ball.
When I have coaching clients,and a lot of them get a lot of
interviews and they don't pass'em, they don't get offers,
they're stuck.
It's because they don't know howto pitch themselves.
(07:09):
You can have a really goodconversation and they like you.
You can answer your questionswell or perfectly, but if you
never pitch yourself, neverclearly communicate why you.
You risk walking out of theinterview as just a, a decent
option, but an option that theycan probably live without or
(07:29):
keep looking around for.
The mistake I see is that peopleconfuse a pitch with a personal
statement.
They say things like, I'vealways, I've always admired your
company.
Sorry for laughing.
I've always admired yourcompany.
You do great work.
I admire the culture.
I'm looking for a new challenge.
That's their pitch.
I'm looking for a new challenge.
This role aligned with my careergoals.
(07:52):
Yeah.
Apple started 50 years ago, or70 years ago, or whatever, 30
years ago, to, to help Adamalign and achieve his career
goals.
That's why they exist.
That's what they're gonna launchthe new VR car headset so that
Adam can get something new onhis resume.
That's how it works, right?
No, that's not a pitch.
(08:14):
That's a vibe.
That's a doesn't matter thing.
Like they don't care that okay,it's great you admire our
company.
I would hope so.
Otherwise you probably wouldn'tapply here.
I think that's a given.
That's not a pitch.
Here's what a pitch sounds like.
I am excited about thisinterview because I believe
there's real potential here toexpand your market presence and
(08:36):
streamline operations at thesame time.
My work at Microsoft led to 22%increase in efficiency in just
two quarters, six months, and Ibelieve we can do even better
here.
After studying what's workingfor you and in the industry, I'd
love to walk you through myapproach.
Demonstrate how I can get youexactly to where you want to go
(08:59):
while keeping best practices andkeeping, our finger the pulse of
what our competitors are doing.
At the same time, you're settinga vision.
You're showing them why you'rein the room.
One of the things I coach onwhen people talk about, tell me
about yourself, tell them whyyou're there.
You could say, I'm excited forthe interview.
(09:19):
I like to also say, I'm heretoday.
I applied because I believethere's real potential here to
expand your market presencepotentially more than even what
you've outlined, you believe ispossible.
You've given them a reason tokeep you in the process and
ultimately extend the offer evenmore so you have.
(09:41):
Connected the dots for them, notjust, oh, this person has these
skills and we need these skills.
So that's a good match.
That's what gets you theinterview, but that's not enough
to close the deal.
You need to connect the dotsbetween what they want today,
what they need tomorrow, whatyou did yesterday, and what you
can do for them next week.
Connect those dots when you getgranular.
(10:02):
Granular like that, like asurgeon.
With a scalpel.
When you get that exact, theycan't connect those dots.
That's your job.
A really, really good recruiterlike me, I can connect those
dots.
That's why I've been uniquelysuccessful and help companies
hire C-suite leaders and VPs anddirectors that they didn't think
(10:25):
they could hire.
And I've gotten people intothose roles hundreds, if not
thousands of times.
'cause I have that skill.
That's why I'm here talking toyou.
The hiring manager who's focusedin on their technology, their
marketing, their artwork, theirbudgets, their deadlines, that's
not their job.
It's yours.
(10:47):
A couple nuances here.
Pitching yourself takes tact, sodoes presenting yourself as the
solution.
Because we, we have to do allthis, it's really hard.
We have to do all this andremain humble.
You don't want to throw theircurrent employees under the bus.
You're not there to say, Hey,everything you're doing is
wrong.
Everything I wanna do my way isgreat and right.
(11:07):
That's bad.
Instead, you're aligningyourself with your mission and
showing how they can.
Enhance what's already workingor accelerate what's not moving
as quickly as they'd want.
Some people might say acceleratewhat's moving too slowly.
I wouldn't say it that way.
I'd say accelerate things to thespeed that they want it to get
(11:27):
to.
Accelerate things to the pacethat their desired pace.
When you pitch yourself, don'tmake it about your needs.
Saying, I need a job.
I'm hoping for a higher salary.
My my last, my last company hadlayoffs.
That might be true, but itdoesn't sell you.
Those are your motivations, notyour value to them.
Hiring managers want to hearwhat they get, what the company
(11:51):
wants.
I'm gonna say that again.
Hiring managers, recruiters forsm.
Those of you that areinterviewing and talking to
maybe smaller companies, or youare further along in your
career, most of you are tuningin today.
Directors, VPs, C-Suite.
How to sales folks tune in intothe show.
Successful salespeople, whenyou're talking to the company
(12:12):
owner, president.
CEO.
They want to hear what they get.
You are solving their problem.
That's the frame.
They did not open this positionto solve your problem.
I recently coached someone, a ITsystems director, who had very
solid experience, but keptgetting passed over.
(12:35):
She was answering questionscorrectly.
She had a clean resume, feltgood after interviews, did a
good job, but no offers.
So we just rewrote how shepitched herself.
It's all that needed to change.
Some other things, some of theanswers were, a bit.
Rough, but that wasn't what washolding her back from getting
offers, to be honest.
Instead of saying, I wanna growin my career in a larger
(12:57):
environment, we worked out andshe started saying.
I know uptime is everything atyour company and in our
industry.
At my last company, I cut ourdowntime by 47% in less than a
year by overhauling theirticketing system and automation
process.
I believe that approach willwork here too, especially since
(13:20):
you're scaling your help deskteam.
I can't wait to roll up mysleeves, get to work, and make
the change so you can get whatyou want.
She got an offer two weekslater, and it wasn't about her
resume, it was about the pitchand positioning.
She wasn't figuring out whatthey wanted.
That's what they wanted.
She knew how to do that.
What was crazy is how like shewas better than what they
(13:42):
wanted.
They just didn't know it becauseshe didn't tell'em because when
else would you tell'em except ina pitch?
If so, here it is.
If you forget everything elseI've taught that you've listened
to.
On the Move Up Careers podcast,remember this, present yourself
as the solution and pitchyourself clearly and
(14:02):
confidently.
I can help get you there onone-on-ones, it's what I do.
But if you can gather these twothings together, really think it
through and nail the pitch sothat it's about how you help
them without throwing the teamunder the bus.
That'll get you really farremember, present yourself as a
solution.
Pitch yourself clearly andconfidently.
(14:24):
That's how you stop gettingghosted.
That's how you move.
Past interviews, that felt good,but went nowhere.
If that sounds familiar, that'show you close, because here's
the truth, companies won'tconnect the dots for you.
Like I said, that's your job,and when you do it right,
they'll realize you're not justqualified.
You are the one they've beenhoping would show up.
(14:48):
I go deeper in these strategies.
I'll continue to talk aboutthis, but if you want to end
your week strong and prep foryour next interview with more
clarity.
Rehearse your pitch, rethinkyour value, show up ready to
solve a problem, not just answerquestions.
This should challenge some ofyou to grow more, to get a
little smarter, a little moretactical.
The pitch.
Yeah, that's that.
(15:09):
When I say tactical and grow,that's the solution.
How you can solve theirproblems.
The pitch.
Yeah.
That takes a littlesalesmanship.
It's gonna take a little work.
Some of you, if you're not insales, I get it.
It's hard.
All you gotta do is practice it.
Look'em in the eye and say itconfidently.
That's what they want to hear.
They want someone to fix it.
I'm here to fix this for you.
(15:29):
I know how perfect.
Let's do it.
Rethink your value.
Show up ready to solve aproblems, not just answer
questions.
Thanks for listening to the MoveUp Careers podcast.
Talk to you next time.
I am asked all the time oncoaching calls, emails at live
events by people who know that Iknow a lot about job interviews,
getting hired, standing out.
I'm asked all the time, what'sthe number one thing I could do
to get the job?
(00:21):
What makes someone stand out ininterviews and be the one that
gets the offer?
And I pause here because I couldgive a quick answer of listen to
the podcast.
And while that's half a joke,it's also completely true.
This show has helped listenersland roles at Fortune fifties,
fortune five hundreds, makecareer pivots into new
(00:42):
industries and even double theirsalaries.
If you don't believe me, I'm notgonna show you my inbox, which
is full of emails from all overthe world.
People telling me their stories.
Go look at Apple reviews.
They are all 100% real and thereare people who talk about it, a
ton of'em.
So go look at those hundreds ofthousands of professionals in
(01:03):
over 40 countries have used thestrategies here to move up in
their career.
And the best step for you to hopon this ride is to make sure
that you hit subscribe to thepodcasts.
If you wanna show some love,leave a five star review, leave
a rating, and means the world tome.
I don't want to give a surfacelevel answer to a question that
(01:26):
deep, right listen to thepodcast is great, but.
You're here and I'm here, solet's get to it.
What I've learned frominterviewing over 10,000
candidates leading nationalsearches and coaching everyone
from entry-level professionalsto executives earning over
$400,000 a year most in the 150to$300,000 a year range.
(01:49):
There's no simple magic sentenceor one weird trick that gets you
hired, but I do know some thingsthat will make.
A really big difference.
If I had to narrow it down tojust two things, two levers that
you can pull, and I teach peopleto pull in coaching sessions
that change everything, it wouldbe these.
(02:09):
The first is present yourself asthe solution to the company's
problem.
Not every problem.
The problem that.
You can solve.
So if they're having financialproblems and you're a marketing
person, maybe you can help withsales and help bring in more
money, but you're not going tofix the books for them, right?
Not fix the books in thegangster way, like in movies,
(02:32):
fix it, make the books better.
You're not going to solve that.
So you're not solvingeverything.
You're not gonna say, Hey, thiscompany suffers from the, bad,
this and that.
I can solve all of that if youare an intern.
Let's be real.
No one gets hired for justhaving a great resume though.
Companies are hiring to solve aproblem, and we're getting
(02:53):
granular here to the positionthat's open, that you've applied
to.
There is a problem there.
It could be an opportunity, itcould be a challenge, it could
be a couple things at once.
The, easy answer is the problemis that the person that was in
that role quit left, got fired,and so it's open.
That's the problem, but thatrole exists for a reason.
(03:13):
If it's a marketing VP role, itcould be to compete if you're
Coke, it could be to competewith Pepsi.
And the challenge andopportunity of gaining market
share while not losing marketshare, right?
Or entering new markets.
If you are a tech person, thechallenge or the opportunity
could be using AI to obviouslymake this company way better,
more efficient, or using AI tomaybe make something more
(03:35):
secure.
You know the answer to that.
It might be that the operationsare stretched thin, marketing is
underperforming.
Their leadership bench is weak.
They're missing a key skill ontheir team.
Your job in the application andthe interview is to position
yourself as the answer to that.
Most candidates don't do that.
They talk about their jobtitles, responsibilities.
(03:56):
They read their resume frombeginning to end.
I've seen that a couple thousandtimes.
They ramble about how they're ateam player, a fast learner.
Meanwhile, hiring managers arethinking, if they're even
thinking about you at thispoint, if they haven't tuned
out, oh, you're a quick learner.
Oh, you, you have a great workethic.
How are you going to help uswin?
(04:17):
How are you gonna help us grow?
From what I've learned andgathered in this conversation,
it seems like the biggestchallenge here is scaling your
client operations whilemaintaining that high touch
experience.
I've helped do that before atboth Apple and Microsoft, and I
(04:38):
know how to implement thesystems and train the people to
get you there.
That's a different level, andit's simple.
That's showing up as someonethey can picture leading the
work, not just shadowing someoneelse's work.
And it's not just a theoryaccording to.
2025 LinkedIn Global HiringTrends Report.
(04:58):
74% of recruiters say they'remore likely to advance a
candidate who clearly connectstheir experience to the
company's pain points, even ifthat person is missing a few
preferred qualifications.
I've been preaching it on theshow for years.
Everyone else starting to catchup.
Interview coaches, whetherthey're any good or not, most of
(05:20):
them aren't from around theworld.
Tell me.
They're like, oh, I'm gonnasteal that.
That's so good.
I'm gonna start using that in mycoaching.
Maybe I'm not the first personto use this ever, but I,
essentially have created thesolution method, connecting the
dots of how you can help thecompany today and even more so
tomorrow.
Clearly, how you can do that,that is putting your skills,
(05:45):
your ability, your pastexperience, what you've proven
you can do to work for them, andeven better is when you give
clear examples.
One of the things I focus a loton is putting together a quick
pitch deck on a key area, veryshort and sweet.
Here's how I plan, or here's howI'll be able to get you from
(06:05):
here to here.
This is the opportunity thatwe've both identified.
This uncapped, untouched,whatever opportunity.
Here's how I can.
Get that for you.
Here's how I can grab that.
That's being a solution.
There's way more to it thanthat, but I'm, I'm trying to do
surface level here.
If you and I are in a backyardbarbecue and you say, Hey, what
(06:26):
are the two things I can do?
That's what I'm trying to dohere.
It's gonna be a long answer, alot longer than it would be at
the barbecue, but hey, I thinkthat's what you're here for.
Number one, being, presentingyourself, showing that you are
the solution to the company's.
Not just problem, butopportunities, challenges,
opportunities, problems.
Don't just be the negative.
You can also be in the positive.
We can do more together, right?
(06:47):
That's an opportunity.
Number two, two of two.
Know how to pitch yourself.
This is where even strongcandidates drop the ball.
When I have coaching clients,and a lot of them get a lot of
interviews and they don't pass'em, they don't get offers,
they're stuck.
It's because they don't know howto pitch themselves.
(07:09):
You can have a really goodconversation and they like you.
You can answer your questionswell or perfectly, but if you
never pitch yourself, neverclearly communicate why you.
You risk walking out of theinterview as just a, a decent
option, but an option that theycan probably live without or
(07:29):
keep looking around for.
The mistake I see is that peopleconfuse a pitch with a personal
statement.
They say things like, I'vealways, I've always admired your
company.
Sorry for laughing.
I've always admired yourcompany.
You do great work.
I admire the culture.
I'm looking for a new challenge.
That's their pitch.
I'm looking for a new challenge.
This role aligned with my careergoals.
(07:52):
Yeah.
Apple started 50 years ago, or70 years ago, or whatever, 30
years ago, to, to help Adamalign and achieve his career
goals.
That's why they exist.
That's what they're gonna launchthe new VR car headset so that
Adam can get something new onhis resume.
That's how it works, right?
No, that's not a pitch.
(08:14):
That's a vibe.
That's a doesn't matter thing.
Like they don't care that okay,it's great you admire our
company.
I would hope so.
Otherwise you probably wouldn'tapply here.
I think that's a given.
That's not a pitch.
Here's what a pitch sounds like.
I am excited about thisinterview because I believe
there's real potential here toexpand your market presence and
(08:36):
streamline operations at thesame time.
My work at Microsoft led to 22%increase in efficiency in just
two quarters, six months, and Ibelieve we can do even better
here.
After studying what's workingfor you and in the industry, I'd
love to walk you through myapproach.
Demonstrate how I can get youexactly to where you want to go
(08:59):
while keeping best practices andkeeping, our finger the pulse of
what our competitors are doing.
At the same time, you're settinga vision.
You're showing them why you'rein the room.
One of the things I coach onwhen people talk about, tell me
about yourself, tell them whyyou're there.
You could say, I'm excited forthe interview.
(09:19):
I like to also say, I'm heretoday.
I applied because I believethere's real potential here to
expand your market presencepotentially more than even what
you've outlined, you believe ispossible.
You've given them a reason tokeep you in the process and
ultimately extend the offer evenmore so you have.
(09:41):
Connected the dots for them, notjust, oh, this person has these
skills and we need these skills.
So that's a good match.
That's what gets you theinterview, but that's not enough
to close the deal.
You need to connect the dotsbetween what they want today,
what they need tomorrow, whatyou did yesterday, and what you
can do for them next week.
Connect those dots when you getgranular.
(10:02):
Granular like that, like asurgeon.
With a scalpel.
When you get that exact, theycan't connect those dots.
That's your job.
A really, really good recruiterlike me, I can connect those
dots.
That's why I've been uniquelysuccessful and help companies
hire C-suite leaders and VPs anddirectors that they didn't think
(10:25):
they could hire.
And I've gotten people intothose roles hundreds, if not
thousands of times.
'cause I have that skill.
That's why I'm here talking toyou.
The hiring manager who's focusedin on their technology, their
marketing, their artwork, theirbudgets, their deadlines, that's
not their job.
It's yours.
(10:47):
A couple nuances here.
Pitching yourself takes tact, sodoes presenting yourself as the
solution.
Because we, we have to do allthis, it's really hard.
We have to do all this andremain humble.
You don't want to throw theircurrent employees under the bus.
You're not there to say, Hey,everything you're doing is
wrong.
Everything I wanna do my way isgreat and right.
(11:07):
That's bad.
Instead, you're aligningyourself with your mission and
showing how they can.
Enhance what's already workingor accelerate what's not moving
as quickly as they'd want.
Some people might say acceleratewhat's moving too slowly.
I wouldn't say it that way.
I'd say accelerate things to thespeed that they want it to get
(11:27):
to.
Accelerate things to the pacethat their desired pace.
When you pitch yourself, don'tmake it about your needs.
Saying, I need a job.
I'm hoping for a higher salary.
My my last, my last company hadlayoffs.
That might be true, but itdoesn't sell you.
Those are your motivations, notyour value to them.
Hiring managers want to hearwhat they get, what the company
(11:51):
wants.
I'm gonna say that again.
Hiring managers, recruiters forsm.
Those of you that areinterviewing and talking to
maybe smaller companies, or youare further along in your
career, most of you are tuningin today.
Directors, VPs, C-Suite.
How to sales folks tune in intothe show.
Successful salespeople, whenyou're talking to the company
(12:12):
owner, president.
CEO.
They want to hear what they get.
You are solving their problem.
That's the frame.
They did not open this positionto solve your problem.
I recently coached someone, a ITsystems director, who had very
solid experience, but keptgetting passed over.
(12:35):
She was answering questionscorrectly.
She had a clean resume, feltgood after interviews, did a
good job, but no offers.
So we just rewrote how shepitched herself.
It's all that needed to change.
Some other things, some of theanswers were, a bit.
Rough, but that wasn't what washolding her back from getting
offers, to be honest.
Instead of saying, I wanna growin my career in a larger
(12:57):
environment, we worked out andshe started saying.
I know uptime is everything atyour company and in our
industry.
At my last company, I cut ourdowntime by 47% in less than a
year by overhauling theirticketing system and automation
process.
I believe that approach willwork here too, especially since
(13:20):
you're scaling your help deskteam.
I can't wait to roll up mysleeves, get to work, and make
the change so you can get whatyou want.
She got an offer two weekslater, and it wasn't about her
resume, it was about the pitchand positioning.
She wasn't figuring out whatthey wanted.
That's what they wanted.
She knew how to do that.
What was crazy is how like shewas better than what they
(13:42):
wanted.
They just didn't know it becauseshe didn't tell'em because when
else would you tell'em except ina pitch?
If so, here it is.
If you forget everything elseI've taught that you've listened
to.
On the Move Up Careers podcast,remember this, present yourself
as the solution and pitchyourself clearly and
(14:02):
confidently.
I can help get you there onone-on-ones, it's what I do.
But if you can gather these twothings together, really think it
through and nail the pitch sothat it's about how you help
them without throwing the teamunder the bus.
That'll get you really farremember, present yourself as a
solution.
Pitch yourself clearly andconfidently.
(14:24):
That's how you stop gettingghosted.
That's how you move.
Past interviews, that felt good,but went nowhere.
If that sounds familiar, that'show you close, because here's
the truth, companies won'tconnect the dots for you.
Like I said, that's your job,and when you do it right,
they'll realize you're not justqualified.
You are the one they've beenhoping would show up.
(14:48):
I go deeper in these strategies.
I'll continue to talk aboutthis, but if you want to end
your week strong and prep foryour next interview with more
clarity.
Rehearse your pitch, rethinkyour value, show up ready to
solve a problem, not just answerquestions.
This should challenge some ofyou to grow more, to get a
little smarter, a little moretactical.
The pitch.
Yeah, that's that.
(15:09):
When I say tactical and grow,that's the solution.
How you can solve theirproblems.
The pitch.
Yeah.
That takes a littlesalesmanship.
It's gonna take a little work.
Some of you, if you're not insales, I get it.
It's hard.
All you gotta do is practice it.
Look'em in the eye and say itconfidently.
That's what they want to hear.
They want someone to fix it.
I'm here to fix this for you.
(15:29):
I know how perfect.
Let's do it.
Rethink your value.
Show up ready to solve aproblems, not just answer
questions.
Thanks for listening to the MoveUp Careers podcast.
Talk to you next time.
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