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A peer panel in round one points at a line on your resume and asks how you got that number, and you can’t answer.

I spent 13 years as a search firm recruiter, and this is the moment executive resumes get tested. In this video I go through what the panel is testing when they push on a line, how executives end up with bullets they can’t back up (keywords, polish jobs, lines lifted from job descriptions, and yes, AI), and the line-by-line check that makes sure every claim on your resume is one you can defend in the room.

Executive Brand Marketing for Introverts: Visibility That Doesn’t Feel Like Showing Off By Lisa Rangel My inbox filled up with a version of the same message. “I get it, Lisa. I know I need a presence. But I hate putting myself out there.” So this edition, I’m talking directly to that group. If self-promotion makes…

If your network went quiet the moment you needed it, it usually comes down to one of two things: it wasn’t nurtured while you didn’t need it, or it never had enough new people in it. Two years ago I said I was doubling down on contacting humans as AI grows, and this is my report back from my own business: culling the connections I couldn’t place, reaching out to 50 to 100 new people a week, the coffee chats, and how many of them say yes. Everything I suggest to job seekers, I do myself.

Reels and Shorts: Two years ago I said I was doubling down on people. I’m reporting back, with the two reasons your network goes quiet when you need it.

Executive Marketing in the AI Era: Being Found, Chosen, and Remembered By Lisa Rangel AI has changed how your professional reputation gets built, evaluated, and surfaced. Across the entire web. I’m seeing it from both sides. On the recruiting side, the tools that source and screen candidates have become dramatically more sophisticated in the last…

In this video I share what most executives get wrong, which is thinking outreach means asking people for a job.

It does not. It means making sure the people who could put your name forward know what to put it forward for.

Twelve years at one company used to be the strongest line on the page. Now executives hide it, shorten it, or start apologizing for it in the first interview. That instinct is backwards. What does a hiring committee read into a long run? How do you frame it so it lands as depth instead of someone who has not been tested? And where do offers disappear between a good conversation and a decision?