Hey {{ first name | reader }},
It's been a while, and if you're reading this, thank you for still being here 🫶🏼
I'm coming back from maternity leave in the next few weeks, and I can’t wait to get stuck in again. These months off have been the most full, exhausting, beautiful chaos of my life. But I've missed this work SO much.
While I've been away, I've still been reading your messages on LinkedIn. And one topic keeps coming up, over and over again, in my LinkedIn DMs: interviews. Most of you shared your frustration of getting to the final rounds (sometimes multiple times) and still not getting the offer. Women with 10, 15, or even 20 years of experience. Strong track records, incredible results. But something isn't clicking.
After helping 65+ women land senior roles in Tech, and reading through so many of your DM’s, I kept seeing the same pattern.
The mistake that's costing senior women offers
Most women are walking into interviews trying to share everything. Every restructure. Every team they've built. Every target they've hit. 15+ years of experience, and they want the interviewers to see all of it. What actually happens is that the interviewers can't keep up, and your most relevant results get completely lost in the process.
So instead of trying to cover every bit of work experience you have, get laser-focused on what THIS company actually needs from you, and show them how you’re going to get them there.
What that looks like in practice
I remember working with Sarah 1,5 years ago. She came to me as a Senior Sales Manager with 18 years of experience in Tech. Great track record. Strong performance reviews. A career full of impressive results. But in interviews, it wasn't landing.
When I asked her to walk me through her experience, she tried to cover everything:
The underperforming team she turned around.
The big restructures she'd led.
The new region she opened and built a sales team for from scratch.
The fact that she still likes to get in and close deals herself.
All true. All relevant. But her interviewers were overwhelmed, and her impact wasn't landing at all.
So instead of trying to share her entire career, I asked her to build 3 power stories. Each one shares a different part of her value, all of them pointing to the same conclusion: she's exactly what this company needs.
The 3 power stories
1. Your strategic impact
Pick a moment where you identified a problem and solved it at a level above your job description. For Sarah, this was leading her team through a complex new product launch: she broke down the value proposition into client-ready messaging that her reps could use immediately. Revenue went up 25% in the first quarter of the launch.
2. Your leadership in action
This is where you show how you bring people with you. Sarah talked about a tough quarter where morale was low, and targets felt unreachable. She re-aligned her team, rebuilt the energy, and they finished the year at 115% of goal.
3. Your results in numbers
Concrete numbers do the hard work. Sarah focused on a process she improved: a streamlined deal review that decreased close times by 20%.
The part most women skip
Having strong stories is only half the battle. The other half is tailoring them to the specific company you're interviewing with.
Before her next interview, Sarah researched what that company was actually dealing with right now, their upcoming product launch, their culture, and the gaps in their current sales team. Then she aligned her stories directly to those needs.
She didn't walk in hoping her experience would speak for itself. She walked in already speaking their language. Her interviewers loved her examples. And she landed the role with a 25% salary increase!
What would your 3 power stories be?
If you're not sure yet, or you're getting to the final rounds but not getting offers, that's usually exactly where the gap is. It's something I can help you with, and it’s the part that moves the needle fastest!
Just reply to this email with READY if you want to know more about how I can help.
Talk soon,
Jenn 💜
