Suggestions
๐Tammy Kabell
Executive Career Search Expert โจ Helping 6-Figure & 7-Figure Professionals Bypass Traditional Hiring Processes & Get Paid What They're Worth (email: [email protected])
Tammy Kabell is the founder and CEO of Career Resume Consulting, where she specializes in helping professionals secure high-level positions. With a career spanning over two decades, she has established herself as a national authority in the hiring industry. Her expertise has been recognized in prominent publications such as The Wall Street Journal, Fast Company, and NBC News, among others.1
Career Background
Tammy founded Career Resume Consulting (CRC) in 2008 after serving as a Senior Marketing Director for a major executive career firm. Her extensive experience includes 18 years as a hiring manager for various organizations, which gives her unique insights into the recruitment process. She has been instrumental in marketing clients into new careers since 2003, focusing on enhancing their confidence and competence in job searches.12
Publications and Media
Tammy is also an accomplished author, having written books like The Job Search Accelerator Blueprint and Resume Reboot. Additionally, she has contributed to the career development field through her role as a resident career expert on a Kansas City talk radio station and as a career adviser for Fox 4 News in Kansas City.1
Services Offered
At Career Resume Consulting, Tammy and her team provide a range of services tailored to six-figure and seven-figure professionals, including executive search, resume writing, LinkedIn profile optimization, interview coaching, and negotiation assistance.23
Tammy Kabell resides in the Kansas City, MO area with her husband and two daughters, further emphasizing her commitment to both her professional and personal life.1
Highlights
If you want to land your dream job, you need to be proactive.
Sitting around and waiting for job postings isnโt enough.
Hereโs a step-by-step guide I perfected.
๐๐ฑ๐ฒ๐ป๐๐ถ๐ณ๐ ๐๐ต๐ฒ ๐ฅ๐ถ๐ด๐ต๐ ๐๐ผ๐บ๐ฝ๐ฎ๐ป๐ถ๐ฒ๐
โ Make a list of companies that align with your values and career goals.
โณ Research their culture, mission, and recent news.
๐๐ถ๐ป๐ฑ ๐๐ต๐ฒ ๐๐ฒ๐ ๐ฃ๐น๐ฎ๐๐ฒ๐ฟ๐
โ Use LinkedIn to identify hiring managers or department heads.
โณ Look for people who can influence hiring decisions.
๐๐ฟ๐ฎ๐ณ๐ ๐ฎ ๐๐ผ๐บ๐ฝ๐ฒ๐น๐น๐ถ๐ป๐ด ๐ข๐๐๐ฟ๐ฒ๐ฎ๐ฐ๐ต ๐ ๐ฒ๐๐๐ฎ๐ด๐ฒ
โ Personalize your message.
โณ Show that youโve done your homework.
โณ Highlight your unique skills and how you can add value.
๐๐ฒ๐๐ฒ๐ฟ๐ฎ๐ด๐ฒ ๐ ๐๐๐๐ฎ๐น ๐๐ผ๐ป๐ป๐ฒ๐ฐ๐๐ถ๐ผ๐ป๐
โ See if you have any mutual connections.
โณ Ask for an introduction.
๐ฆ๐ต๐ผ๐๐ฐ๐ฎ๐๐ฒ ๐ฌ๐ผ๐๐ฟ ๐ฉ๐ฎ๐น๐๐ฒ (while keeping the message very short and concise!)
โณ Outline how you can solve their specific problems.
๐๐ผ๐น๐น๐ผ๐ ๐จ๐ฝ ๐ฆ๐๐ฟ๐ฎ๐๐ฒ๐ด๐ถ๐ฐ๐ฎ๐น๐น๐
โ Donโt be afraid to follow up.
โณ Timing matters; be persistent but respectful.
๐๐ป๐ด๐ฎ๐ด๐ฒ ๐๐ถ๐๐ต ๐ง๐ต๐ฒ๐ถ๐ฟ ๐๐ผ๐ป๐๐ฒ๐ป๐
โ Comment on their LinkedIn posts.
โณ Share their content and add your insights.
๐ฅ๐ฒ๐พ๐๐ฒ๐๐ ๐๐ป๐ณ๐ผ๐ฟ๐บ๐ฎ๐๐ถ๐ผ๐ป๐ฎ๐น ๐๐ป๐๐ฒ๐ฟ๐๐ถ๐ฒ๐๐
โ Ask for a short meeting to learn more about the company.
โณ Be genuine in your curiosity.
๐ฃ๐ฟ๐ฒ๐ฝ๐ฎ๐ฟ๐ฒ ๐ณ๐ผ๐ฟ ๐๐ต๐ฒ ๐ ๐ฒ๐ฒ๐๐ถ๐ป๐ด
โ Have your questions ready.
โณ Show that youโre serious and wellprepared.
๐๐ ๐ฝ๐ฟ๐ฒ๐๐ ๐๐ฟ๐ฎ๐๐ถ๐๐๐ฑ๐ฒ
โ Send a thank you note after every interaction. Hard copy.
โณ It leaves a lasting impression.
Proactive outreach isnโt just about getting a job.
Itโs about building relationships and ๐ค๐ณ๐ฆ๐ข๐ต๐ช๐ฏ๐จ ๐ฐ๐ฑ๐ฑ๐ฐ๐ณ๐ต๐ถ๐ฏ๐ช๐ต๐ช๐ฆ๐ด.
Whatโs your biggest challenge in reaching out to potential employers, or what has it been in the past?
Share your experiences below.
Candidate A: โI have been leading teams that have been doing X for the last 15 years.โ ๐ Candidate B: โI was part of the execution team that did X. When the project fell behind, I developed the new procedure that allowed us to deliver. Since then, Iโve been studying X at other institutions & have some new ideas on how I might improve it at your organization.โ
If you had to choose to hire one of the two of these candidates to lead X at your organization, who would you hire to shake things up and lead the department to greener pasturesโ person A or person B?
Candidate A has already done the job in a leadership role at a competitor.
Candidate B is the star performer working under someone with the A title.
Many hiring managers choose Person B because enthusiasm & drive are often prioritized over previous experience. Companies want to hire someone hungry & innovative rather than risk a hire that will sit on his/her laurels or could even be set in their ways.
If you feel like ageism may be a factor in your #executivesearch, consider how you are positioning yourself. Are you leading with โI have 27 years of experience,โ or are you leading with results and ideas?
Ageism absolutely existsโI've seen it plenty of times. Some companies hire โpretty young peopleโ instead of the best person for the job. But there are also no gold crowns for years of experience when results matter.
Control what you canโ which includes how YOU present yourself.
