The standard advice is to apply to more roles. We think that is wrong, and the response rates back it up. A tailored application to a role you genuinely fit converts several times better than a generic one, and you only have so many hours in a week.
So we spend the time at the front instead. Working out which roles actually match your background. Rewriting the resume so the relevant experience sits in the top third, where a recruiter will see it in the few seconds they give it. Making sure your LinkedIn turns up when someone searches for the skill you have.
Then the interview. We run mock rounds for the specific company rather than generic practice, and we tell you when an answer is not landing. That conversation is uncomfortable once and useful for years. Most people have never had anyone watch them interview and say what was actually wrong.
The other half of it is that we stay close to the people doing the hiring. When a candidate gets passed over we usually find out why, and that goes back into how we prepare the next person. Most coaching services never get that feedback loop.
The short version
Twenty applications you have thought about will beat two hundred you have not. Everything else we do follows from that.
