Yesterday I was quoted in a Business Insider article about Robinhood’s decision to lay off around 10% of its workforce.

What made the story interesting wasn’t the layoffs themselves. Unfortunately, layoffs have become so common over the last few years that they barely make headlines anymore.

It was the reason behind them.

Robinhood isn’t a company in trouble. Quite the opposite. According to CEO Vlad Tenev, the business has “never been stronger”. Revenue is growing, trading activity is up, and by most traditional measures the company is doing exactly what shareholders would want it to do.

Yet hundreds of people still lost their jobs.

The explanation given was that Robinhood wanted to increase what it called “talent density” - essentially operating with fewer people and a higher concentration of top performers.

When Business Insider asked for my thoughts, I gave a fairly simple answer:

“No job is 100% secure.”

The more I thought about it afterwards, the more I realised that this is probably the single most important career lesson people can learn today.

Because many of us were raised to believe a completely different version of how the world works.

We were told that if we worked hard, stayed loyal and did a good job, we’d be looked after. That employers valued commitment. That stability was something you earned through years of service.

And while there was never a guarantee, there was at least a sense that if a company was performing well, your position was relatively safe.

That assumption feels increasingly outdated.

Today, companies don’t need to be struggling to cut jobs. They don’t need falling revenues, shrinking market share or a financial crisis. They simply need a reason why fewer people might help them achieve their goals.

Sometimes that’s automation.

Sometimes it’s AI.

Sometimes it’s a new leadership team.

Sometimes it’s a shift in strategy.

And sometimes it’s simply because somebody has decided the business can operate with fewer people than it currently employs.

None of that is personal.

That’s the uncomfortable part.

Most redundancies aren’t a reflection of individual performance. They’re a reflection of business decisions.

I’ve spoken to countless people over the years who were genuinely shocked when they lost their jobs.

Not because they were underperforming or they had received warnings, but because they’d convinced themselves it could never happen to them.

They were the person who always stayed late. The person who never said no. The person who had been with the company for ten years. The person who trained half the team.

Then one day they found themselves sitting in a meeting being told their role no longer existed.

The reality is that your employer is responsible for your current job.

You’re responsible for your next one.

The mistake most people make is waiting until they need a job before preparing for a job search.

Their CV hasn’t been updated in years.

Their LinkedIn profile still describes a role they left three promotions ago.

They haven’t spoken to anyone in their network for months.

They don’t have a clear record of their achievements.

And suddenly they’re trying to fix all of that while dealing with the stress of redundancy, financial pressure and uncertainty about the future.

It’s a terrible time to start preparing.

The people who recover quickest from layoffs are rarely the people with the fanciest job titles. They’re usually the people who were already ready.

Their CV is current.

Their LinkedIn profile reflects who they are today.

They understand their market value.

They know how to position themselves.

Most importantly, they can start moving immediately.

That’s why I think everyone should occasionally ask themselves a simple question:

If I lost my job tomorrow, how prepared would I be?

Not how confident.

Not how employable.

How prepared.

Would your CV be ready to send?

Would your LinkedIn profile support your application?

Would you know where to start?

If the answer is no, don’t wait until you’re forced to deal with it.

Nobody buys home insurance after their house has caught fire.

Nobody starts saving for retirement the week before they retire.

Yet every day I see people waiting until they’ve lost their income before they start thinking about their career safety net.

The good news is that getting prepared doesn’t take weeks.

Update your CV.

Refresh your LinkedIn profile.

Document your achievements while they’re still fresh in your mind.

Understand where you stand in the market.

Most people don’t need to overhaul everything. They just need to stop assuming they’ll have plenty of time to do it later.

Because later has a habit of arriving without warning.

If you’d like to see how competitive your CV currently is, I’ve created a Free CV Score tool that will give you an instant assessment of where you are today.

And if you’re starting from scratch, you can also download my Free CV Template.

Hopefully you won’t need either of them any time soon.

But that’s exactly the point.

The best time to prepare for a job search is when you don’t need one.

If you’re actively job searching

Start with these tools that thousands of jobseekers use every week:

• Download my free CV Template – the proven structure I use as a recruiter.

• Get Your Free CV Score - see how strong your CV really is

• Get instant feedback with the AI CV Reviewer – trained on 20 years of experience.

• Use the AI Interview Coach to get tailored questions and strong example answers.

• Explore the full Job Search System if you want a step-by-step plan to land more interviews.

• 50 Answers to tough job interview questions if you want a guide on how to answer the toughest interview questions with example answers for each

One of the biggest mistakes jobseekers make is assuming that if they haven’t heard back from an employer, they’ve been rejected.

Sometimes that’s true.

But after nearly 20 years in recruitment, I can tell you that a surprising number of applications sit in limbo for reasons that have nothing to do with the quality of the candidate.

In fact, one of the most common reasons you haven’t heard back is that nobody has made a decision about you yet.

I think part of the problem is that most candidates imagine a hiring process that is far more organised than it often is in reality. They picture recruiters reviewing applications one by one, making decisions as they go and keeping candidates updated throughout the process.

The reality can be much messier.

A recruiter might be working on twenty vacancies at the same time. One hiring manager wants interviews arranged by Friday. Another role has been put on hold. A third has just had the salary changed. Meanwhile, hundreds of applications are arriving across multiple vacancies every day.

In that environment, your application isn’t necessarily being ignored because it’s weak. It may simply be waiting its turn.

But there is another reason candidates often don’t hear back, and it’s one that very few people outside recruitment ever talk about.

Most jobseekers think recruiters sort applications into two groups.

The people they’re interested in interviewing.

And the people they’re not.

The reality is that there is usually a third group sitting in the middle.

The maybe pile.

The maybe pile is where recruiters put candidates who aren’t an obvious yes, but aren’t an obvious no either.

Perhaps you have most of the skills they’re looking for, but not all of them.

Perhaps you’ve worked in a similar industry but not the exact one.

Perhaps you’ve got the right experience level, but somebody else appears to be a slightly closer match on paper.

You’re interesting enough to keep in the process, but not strong enough to make an immediate shortlist.

So the recruiter waits.

They want to see who else applies.

They want to compare you against the market.

They want to understand whether the perfect candidate exists before committing to interviewing the good one.

From the recruiter’s perspective, this is completely normal.

From the candidate’s perspective, it feels exactly the same as being rejected.

Days pass.

Then weeks.

You hear nothing.

Naturally, you assume somebody looked at your CV and decided you weren’t good enough.

Often that isn’t what happened at all.

You’re simply sitting in the maybe pile while the recruiter gathers more information.

I suspect this is one of the reasons so many jobseekers become convinced that AI has rejected them or that an ATS has filtered them out. The reality is often much less sophisticated. A human looked at the application, couldn’t quite decide, and moved on to review the next one.

The frustrating thing is that candidates never get told this.

Nobody emails to say:

“We quite like your background, but we’d like to see another fifty applications before making a decision.”

Instead, there is silence.

And silence allows people to create their own explanations.

Sometimes those explanations are accurate.

Often they aren’t.

So what should you do if you think you’re sitting in the maybe pile?

The answer isn’t to submit another twenty applications and forget about it.

It’s to create another opportunity to be noticed.

Find the recruiter on LinkedIn.

Find the hiring manager.

Send a short message expressing your interest in the role.

Not because it guarantees an interview.

It doesn’t.

But because hiring decisions are often made by people dealing with too many applications, too many vacancies and too many competing priorities.

Sometimes a polite message is enough to move somebody from the maybe pile back into consideration.

Most candidates apply and wait.

The strongest candidates apply and follow up.

And in a market where hundreds of people are competing for the same opportunities, that small difference can matter far more than people realise.

If you’re actively job searching

Start with these tools that thousands of jobseekers use every week:

• Download my free CV Template – the proven structure I use as a recruiter.

• Get instant feedback with the AI CV Reviewer – trained on 20 years of experience.

• Use the AI Interview Coach to get tailored questions and strong example answers.

• Explore the full Job Search System if you want a step-by-step plan to land more interviews.

• 50 Answers to tough job interview questions if you want a guide on how to answer the toughest interview questions with example answers for each

Job interviews can mess with your head. You walk in, sweaty palms, rehearsing your answers in your head, trying not to let the nerves show. You’re desperate to make a good impression, but you’re also trying not to come off as fake or rehearsed. It’s a tough balance. The pressure to perform mixed with the fear of being judged can make even the most confident people doubt themselves.

Here’s the deal: the psychology behind job interviews plays a massive role in whether you leave the room feeling like you nailed it or just embarrassed. If you don’t manage your mindset, you risk losing your confidence, and even worse—you risk losing your authenticity. And let’s be honest, if you’re trying too hard to impress, it’s not only exhausting for you, but it’s obvious to the interviewer.

This article is going to break down the psychology of interviews, why they make us so damn anxious, and how you can stay confident and, most importantly, authentic.

The Psychological Pressures of Job Interviews

Let’s start with why interviews mess with your brain in the first place. They bring out all sorts of psychological triggers that can make you second-guess everything you say. If you’ve ever walked into an interview feeling like you’re already on the back foot, here’s why.

1. Performance Anxiety and Stress
Job interviews feel like a high-stakes performance. You’re walking into a room knowing you’re going to be judged. That pressure alone can trigger all sorts of anxiety—sweaty palms, racing heart, the whole works. It’s that classic fight-or-flight response. Your body is wired to react to stressful situations like they’re a threat, even if it’s just sitting across from someone asking about your CV.

2. The Need for Approval
Here’s something a lot of people don’t talk about: we all want to be liked. In an interview, this can turn into a desperate need for approval. You start people-pleasing, saying what you think the interviewer wants to hear, even if it’s not true to who you are. The problem with that? It shows. They can smell inauthenticity a mile away.

3. Impostor Syndrome
Even the best of us deal with impostor syndrome. It’s that nagging feeling that you’re not actually qualified for the job, even though your experience says otherwise. It shows up big time in interviews and can totally kill your confidence. If you’ve ever thought, “I’m going to get found out,” you know exactly what I’m talking about.

4. Fear of Rejection
No one likes rejection, but interviews bring that fear front and center. Every question feels like a test, and the thought of getting a “no” can make you start doubting yourself before you even walk through the door. It’s this fear that often pushes people to overcompensate, try too hard, or lose their cool.

How to Prepare Mentally for an Interview

Okay, now that we know why interviews trigger these psychological pressures, let’s talk about how you can prep yourself to handle them. The key is to manage your mindset going in, so you don’t spiral into anxiety or feel the need to fake it.

1. Shift Your Mindset from “Interrogation” to “Conversation”
First things first, stop thinking of interviews as some kind of interrogation. You’re not on trial here. It’s a conversation, plain and simple. The company wants to know if you’re a good fit, and you’re there to figure out if the company’s a good fit for you. When you reframe the interview as a two-way street, it immediately takes the pressure off.

2. Visualize Success
This one might sound a little fluffy, but it works. Before you even walk into the interview, take a few minutes to visualize yourself succeeding. Picture yourself walking in with confidence, answering questions smoothly, and walking out knowing you nailed it. Visualizing positive outcomes helps prepare your brain for success instead of focusing on worst-case scenarios.

3. Power Posing and Body Language
It’s science: your body language impacts your mindset. Before your interview, try standing in a “power pose” for a couple of minutes (think: hands on hips, chin up, like a superhero). It boosts confidence. And during the interview, pay attention to how you’re sitting. Don’t slouch or cross your arms—it signals defensiveness. Sit up straight and lean in slightly to show you’re engaged.

4. Breathing and Mindfulness
If your heart starts racing, the quickest way to calm down is through your breath. Try box breathing: inhale for 4 counts, hold for 4, exhale for 4, and hold for 4 again. It’s simple, but it can instantly bring your nerves down a notch. You can do it before the interview or even during if you feel the anxiety creeping up.

Building Authentic Confidence

Now let’s get into the heart of it: confidence. It’s not about walking into the room and pretending to be someone you’re not. Real confidence comes from preparation and self-awareness. It’s knowing your value and being okay with showing up as yourself.

1. Know Your Story
Here’s the truth: the best way to stay confident is to know your story inside out. Before the interview, sit down and map out your career journey. What have you achieved? What are your strengths? What makes you, you? When you can clearly articulate your story, you don’t need to rely on generic answers or buzzwords. You can answer questions in a way that feels true to who you are.

2. Stop Aiming for Perfection
Perfectionism kills confidence. The moment you walk into an interview trying to be perfect, you set yourself up to fail. Here’s a secret: interviewers don’t expect perfection. They just want to see if you’re capable and a good fit. If you let go of the pressure to have the perfect answer to every question, you can focus on connecting with the interviewer instead.

3. Know Your Stuff
Preparation = confidence. When you know your subject matter and have done your homework on the company, you naturally feel more at ease. It’s like showing up for an exam you’ve studied for—you’re ready. So research the company, know the job description inside out, and prepare examples from your experience that showcase your strengths.

4. Handle Tough Questions with Poise
You’re going to get tough questions—everyone does. The trick is not to panic. If you don’t know the answer, it’s okay to say, “I don’t know, but here’s how I’d approach it.” That shows problem-solving and honesty, which are way better than fumbling through a half-baked response.

Staying Authentic Under Pressure

Now, let’s talk about authenticity. It’s easy to lose yourself in an interview when the pressure’s on. You might start exaggerating your experience or giving answers you think the interviewer wants to hear. But the best thing you can do is show up as yourself—flaws and all.

1. Why Authenticity Matters
Look, no one wants to hire someone who’s faking it. Authenticity is attractive because it’s real. It builds trust, and trust is one of the most important things in the hiring process. If you’re pretending to be someone you’re not, it’s going to come out eventually—either in the interview or once you’re on the job. So just be yourself.

2. Spotting When You’re Faking It
How do you know when you’re slipping into inauthenticity? You start saying things that don’t feel true to you. Maybe you exaggerate your skills or agree with something you don’t actually believe in just to seem agreeable. Catch yourself in those moments and pull back. It’s better to be honest about your abilities than to sell a version of yourself that isn’t real.

3. Use Stories to Stay Grounded
One of the best ways to stay authentic is to use stories from your real-life experience. Instead of listing off qualities like “I’m a good team player,” tell a story that demonstrates it. Personal examples keep you grounded in your own truth, and they make your answers more relatable and memorable.

4. Vulnerability is a Strength
Being vulnerable doesn’t mean oversharing—it means being honest about your challenges and how you’ve overcome them. If the interviewer asks about a weakness or a time you failed, don’t sugarcoat it. Share what happened, what you learned, and how you’ve grown from it. That level of self-awareness is what makes you stand out.

Understanding Interviewer Psychology

Here’s something that might surprise you: interviewers are human, too. They’re not just robots ticking boxes based on your answers. They’re trying to figure out if they like you, if you fit the culture, and if you’ll do a good job. Let’s dive into what’s going on in their heads.

1. What Interviewers Really Want
It’s not just about whether you can do the job. They’re also assessing your personality, your potential, and whether you’ll be a good fit for the team. Don’t get so caught up in nailing the technical stuff that you forget to show your human side.

2. Likability and Trust Matter
Interviewers are asking themselves, "Do I like this person? Can I trust them?" These might seem like soft factors, but they play a huge role in hiring decisions. You could be the most qualified candidate, but if you come off as arrogant, aloof, or inauthentic, you're probably not going to get the job. Being likable doesn’t mean you have to be bubbly or fake—just show genuine interest in the conversation, listen actively, and engage with what they’re saying. Trust comes from being consistent and honest in your answers.

3. Empathy and Perspective-Taking
One thing that helps a lot of candidates is to think about the interview from the other side of the table. What’s the interviewer’s day like? They’ve probably had back-to-back meetings, they might be juggling multiple candidates, and they’re trying to make a quick judgment on whether you’re a good fit. If you can step into their shoes, you’ll realize that they’re not trying to trip you up—they just want to see if you’ll work well with the team and deliver results. Thinking about the process from their perspective can make the conversation feel more natural and less like an interrogation.

How to Recover from Mistakes During the Interview

No matter how well you prepare, chances are you’re going to mess something up during an interview. Maybe you fumble an answer, or you misinterpret a question. The key is not to let that derail your confidence. The way you handle mistakes can actually tell the interviewer more about you than your flawless answers.

1. Don’t Let One Misstep Throw You Off
Everyone makes mistakes in interviews. What matters is how you recover. If you stumble over an answer, don’t let it affect your entire performance. Pause, collect your thoughts, and move on. Remember, the interviewer doesn’t expect perfection. They’re watching how you handle yourself under pressure, so if you stay calm and composed after a mistake, that’s a huge win.

2. Use Humor and Self-Awareness
Sometimes, the best way to recover from a mistake is to laugh at yourself (within reason, of course). If you mispronounce a word or get tongue-tied, a quick, lighthearted comment like, “Oops, didn’t mean to trip over that one,” can diffuse any awkwardness. It shows you’re human and comfortable enough to own your little slip-ups.

3. Reframing Negative Self-Talk
After a misstep, it’s easy to let negative self-talk take over. You might start thinking, “I blew it,” or “They’re never going to hire me now.” This kind of thinking will mess up the rest of your interview. Instead, reframe the situation. Remind yourself that one imperfect answer isn’t going to make or break the whole interview. In fact, showing resilience can be just as valuable as getting every answer right.

Ending the Interview on a High Note

You might think the most important part of the interview is answering questions well, but the way you end the conversation can leave just as strong an impression. Here’s how to finish strong and leave the interviewer feeling positive about you.

1. Closing with Confidence
Don’t just wait for the interview to fizzle out. When it’s time to wrap up, take control and close with a confident statement that reinforces your interest in the role. Something like, “I’ve really enjoyed our conversation, and I’m excited about the opportunity to contribute to your team,” shows you’re enthusiastic and ready for the next step.

2. Asking Authentic Questions
When they ask, “Do you have any questions for us?”—this is your chance to shine. Don’t just ask generic questions like, “What’s the company culture like?” Instead, ask something that reflects your genuine curiosity about the role or company. For example, “How does this team typically collaborate on big projects?” or “What’s the biggest challenge you see for someone stepping into this role?” These questions show that you’re really thinking about how you’ll fit into the team and the company’s goals.

3. How to Sell Yourself Without Overselling
You want to leave a strong final impression, but you don’t want to come across as cocky. A simple, direct summary of your qualifications works best. You might say, “I’m confident that my background in [specific skill] and my experience in [related industry] make me well-suited for this role. I’m looking forward to bringing my skills to your team and making a positive impact.” It’s assertive without being over-the-top.

4. The Importance of Gratitude
It might seem small, but thanking the interviewer genuinely can make a lasting impression. At the end of the interview, say something like, “Thank you so much for your time today. I really appreciate the opportunity to learn more about the role and your team.” Gratitude leaves the conversation on a positive note and reminds the interviewer that you’re respectful and professional.

Post-Interview Reflection: Confidence Even After a Rejection

The interview is over, but the psychological game doesn’t stop there. Whether you get the job or not, how you handle the post-interview phase can impact your confidence and mindset for future interviews.

1. Dealing with Post-Interview Anxiety
The period after an interview is prime time for overthinking. You replay the entire conversation in your head, second-guess your answers, and stress about whether or not you’ll get the job. Stop. Overthinking will only make you anxious. Once the interview is over, there’s nothing more you can do. Trust that you did your best and let it go. If you catch yourself spiraling, remind yourself that the outcome doesn’t define your worth.

2. Learning from Feedback (Even Without Direct Feedback)
You might not always get feedback after an interview, but that doesn’t mean you can’t reflect on your own performance. After every interview, ask yourself: What went well? What could I improve on? The goal isn’t to beat yourself up over what didn’t go perfectly, but to learn and adjust for next time. If you can get feedback from the interviewer, great—use it constructively. If not, trust your own instincts and keep refining your approach.

3. Staying Resilient and Confident in the Job Search
Rejection is part of the process. No matter how many interviews you go through, you’re going to get some no’s. That doesn’t mean you’re not good enough. It just means that role wasn’t the right fit. Stay resilient, keep applying, and remember that every interview is a chance to improve. Confidence isn’t just about walking into the room with your head held high—it’s about picking yourself back up when things don’t go your way and continuing to move forward.

Conclusion

At the end of the day, job interviews are as much a mental game as they are a chance to show off your skills. The way you manage your mindset, handle pressure, and stay true to yourself makes all the difference.

Recap Key Points:

• Interviews are about conversations, not interrogations. Shift your mindset, and you’ll feel less pressure to “perform.”

• Confidence comes from knowing your story and being prepared, not from faking perfection.

• Authenticity wins. Be yourself, tell your real story, and let that do the talking.

• Even after mistakes, the way you recover and move forward says more about you than a flawless answer ever could.

• The post-interview phase is about learning and resilience. Don’t let rejection kill your confidence—it’s all part of the game.

The next time you walk into an interview, remember: you don’t need to be perfect, you just need to be you. Trust that the right job will come your way, and stay true to who you are throughout the process. Your confidence and authenticity will take you further than any rehearsed answers ever could.

If you’re actively job searching

Start with these tools that thousands of jobseekers use every week:

• Download my free CV Template – the proven structure I use as a recruiter.

• Get instant feedback with the AI CV Reviewer – trained on 20 years of experience.

• Use the AI Interview Coach to get tailored questions and strong example answers.

• Explore the full Job Search System if you want a step-by-step plan to land more interviews.

• 50 Answers to tough job interview questions if you want a guide on how to answer the toughest interview questions with example answers for each

The 50% discount on The Complete Job Search System expires tonight.

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They spend 30 seconds reading the job description.

Attach the same CV they’ve used for the last 20 applications.

Click apply.

Then wonder why nothing happens.

Most people don’t have an application problem.

They have a strategy problem.

They don’t know:

• what recruiters are actually looking for

• how to position their experience

• what makes one candidate stand out over another

• how to prepare properly for interviews

• or how to negotiate once they get an offer

That’s why I built The Complete Job Search System.

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Applications are taking longer, competition is higher.

And a lot of people are sending out CV after CV, or failing interviews without really knowing what’s working and what isn’t.

That’s why I built The Complete Job Search System.

Not motivational advice, not generic career tips.

The actual framework I’d personally use if I had to land a better job in today’s market.

It includes:

• The No-Nonsense Job Search System

• AI CV Reviewer

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• CV, LinkedIn and interview templates

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• Recruiter insights most candidates never get access to

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This weekend you can get 50% off using code:

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They’re asking things like:
“Improve my CV”

…and getting back generic answers that sound exactly like everybody else’s.

The issue usually isn’t the AI itself.
It’s the prompts.

So I put together 50 prompts designed to help with things like:

• rewriting CV bullets properly

• interview prep

• salary negotiations

• career changes

• LinkedIn profiles

• follow-up emails

• explaining career gaps

Each one includes what to input, the exact prompt and a follow-up prompt to improve the output further

It’s normally £5, but now you can get it for just £1.

If you use ChatGPT or any AI tool during your job search, you’ll probably get your £1 back from the first prompt alone.

Get The ChatGPT Prompt Pack

Cheers

Lee

If you’ve spent five minutes on LinkedIn, Instagram or TikTok recently, you’ve probably seen the same breathless advice: use ChatGPT to write your CV, automate your applications, let AI handle your interview prep. It sounds tempting, especially when the job hunt already feels like a full-time job in itself.

And honestly, some of it isn’t completely wrong. But most AI advice aimed at job seekers is vague at best, and actively misleading at worst.

The problem isn’t AI itself. It’s that most people are using it the wrong way, with tools that were never really built to help them in the first place.

The real issue with how AI is trained

To understand why, it helps to know how general-purpose tools like ChatGPT, Gemini, and Copilot actually work.

These models are trained on enormous amounts of publicly available internet content: articles, blog posts, Reddit threads, templates, social media, scraped together at scale. So when you ask one of them to review your CV or explain why you’re not getting interviews, it isn’t drawing on real hiring experience.

It’s drawing on whatever it happened to absorb from the internet, which might be outdated, might be made up, or might have been written by someone who has never hired a single person in their life.

That’s why you end up with advice like “add a personal objective statement,” “make sure your ATS score hits 85%,” or “include more keywords to get past the robots.”

It’s delivered confidently, it sounds plausible, and most of it is nonsense.

The AI isn’t broken. It’s just faithfully reproducing bad information that was already out there.

Where AI genuinely doesn’t help

The most obvious trap is asking AI to write your CV from scratch.

It can produce something professional-looking in under a minute, but the result tends to read like every other AI-generated CV: vague, hollow, and completely devoid of anything that makes you actually sound like a person. “Results-driven professional with a passion for excellence.” “Strong team player with experience in cross-functional collaboration.”

Filler, all of it, and hiring managers have seen enough of it to recognise it on sight.

Mass-applying with AI-generated cover letters is a similar dead end. Yes, you can generate fifty of them before lunch. But all you’re really doing is sending a slightly reshuffled version of the same letter to dozens of companies, none of whom will feel like you wrote it for them, because you didn’t.

If you’re firing off a hundred applications a week and wondering why nothing’s coming back, the problem isn’t your output volume. It’s that you’re not standing out to anyone.

Perhaps the riskiest habit, though, is pasting your CV into ChatGPT and asking for feedback.

It will give you a list of suggestions, some of which will sound reasonable. The trouble is you have no way of knowing which ones to trust, because ChatGPT has never actually hired anyone.

It’s never spent an afternoon skimming through two hundred CVs trying to find the three worth calling. It doesn’t know what gets ignored and what earns a second look.

It only knows what people on the internet have said about those things, which often isn’t the same thing at all.

Where it actually earns its place

That said, AI can be genuinely useful in a job search, just in different places than most people think to use it.

Interview preparation is probably the best example.

Using a tool like ChatGPT to run through practice questions, push back with follow-ups, and help you sharpen your STAR stories is a smart and low-stakes way to build confidence before the real thing. It won’t replace working with an actual coach, but it’s far better than rehearsing alone in front of a mirror.

Company research is another strong use case. AI can quickly summarise what an organisation does, surface recent news, pull together Glassdoor sentiment, or outline what interview candidates have reported facing.

That kind of contextual prep helps you walk in sounding like someone who actually wants to be there, which increasingly stands out.

AI is also useful for jogging your memory when you’re trying to build out examples of your own work. If you’ve been in the same role for a few years, it can be surprisingly hard to articulate what you’ve actually achieved.

Prompting an AI to suggest examples of conflict resolution in a customer-facing environment, or asking it to help you structure a story around leading a project, can unlock things you’d otherwise struggle to put into words.

AI won’t land you a job

AI won’t land you a job. What it can do, used well, is help you prepare more thoroughly, think more clearly, and fix the things that are quietly holding you back. The distinction matters, because the version of AI most people reach for first, the general-purpose chatbot trained on the wide, unreliable internet, simply wasn’t built for this. It sounds helpful. That’s not the same as being helpful.

Use it where it genuinely adds value. Skip the rest.

If you’re actively job searching

Start with these tools that thousands of jobseekers use every week:

• Download my free CV Template – the proven structure I use as a recruiter.

• Get instant feedback with the AI CV Reviewer – trained on 20 years of experience.

• Use the AI Interview Coach to get tailored questions and strong example answers.

• Explore the full Job Search System if you want a step-by-step plan to land more interviews.

• 50 Answers to Tough Job interview Questions – how to answer 50 of the toughest job interview questions and what the interviewer is really looking to hear.

Most people think interviews are about giving the “right” answers.

They’re not.

They’re about reducing doubt.

And most candidates accidentally create doubt without realising it.

Take this question:

“Tell me about yourself.”

Weak answer:
“So I started in retail, then moved into admin before eventually getting into project management…”

Strong answer:
“I currently work in project management, specialising in operational improvement and cross-functional delivery within fast-moving teams.”

The weak answer sounds like somebody talking through their life story.

The strong answer sounds like somebody who understands how to position themselves professionally.

Or this one:

“What’s your biggest weakness?”

Weak answer:
“I’m a perfectionist.”

Strong answer:
“One thing I’ve worked on over time is delegating sooner instead of trying to solve everything myself.”

One sounds rehearsed.
The other sounds self-aware.

Or this:

“Why should we hire you?”

Weak answer:
“Because I’m hardworking and passionate.”

Strong answer:
“You’re looking for somebody who can improve processes while building strong stakeholder relationships. That combination is probably where I add the most value.”

Again:
one sounds generic.
The other sounds relevant.

That’s the real difference in interviews.

Strong candidates don’t just answer questions.

They reduce uncertainty.

They sound:

• clearer

• calmer

• more credible

• more self-aware

• more aligned to the role

And most of that has nothing to do with having “better experience”.

It’s communication.

That’s why two candidates with similar backgrounds can leave completely different impressions in interviews.

One creates confidence.

The other creates doubt.

I’ve spent years interviewing people and honestly, most candidates are far better than they sound in interviews.

They just haven’t been taught how to communicate strategically.

Which is also why interview prep matters far more than most people realise.

Cheers

Lee

P.S. I recently put together 50 recruiter-style interview answers breaking down:

• what interviewers are really assessing

• weak vs strong answers

• how stronger candidates communicate differently

You can find it here:
50 Answers to 50 Tough Interview Questions

Let’s be honest—job hunting can feel like a full-time job in itself. Scrolling job boards, pinging out applications, and then sitting around waiting for a reply that never comes... it's exhausting.

But what if the roles came to you instead?

Because here's the thing most people don't realise: a massive number of jobs never actually get advertised. Instead, recruiters are actively searching LinkedIn looking for candidates to approach. And if your profile isn’t set up properly? You won’t show up. It's that simple.

But the good news? You can fix that. Fast.

Here’s how to get your LinkedIn profile working behind the scenes so recruiters can actually find you, message you, and stick job opportunities in front of you—ones you might never have seen otherwise.

1. Use the Job Title Recruiters Actually Search For

I get it—companies love a bit of creativity with job titles. “Happiness Officer,” “Brand Evangelist,” “Systems Ninja.” Sounds fun. But recruiters don’t search for fun. They search for what’s familiar and standard.

So if your internal title is “Systems Engineer” but you're actually doing the work of a Software Engineer, use “Software Engineer” on LinkedIn. You’re not changing your experience—you’re just using the language recruiters actually search for.

2. Set Your Location Strategically

You might have your town listed—say, Wimbledon—but recruiters are probably searching for “London”. If you’ve listed your exact suburb, you might not show up in their search at all.

Simple fix: set your LinkedIn location to the nearest major city. As long as you’re happy commuting there, you’ll massively increase your visibility.

3. Add Your Skills (Yes, Properly)

Most recruiters filter their searches by skills. So if they’re after someone with “social media strategy” experience, but you’ve only mentioned it casually in your work history and not in the Skills section—LinkedIn won’t surface your profile.

Go add your actual skills. Think like a recruiter: what would they search for if they were trying to find someone like you? Check job descriptions for the roles you want and make sure you’ve got the relevant skills listed. Only the ones you genuinely have though—this isn’t the time for fluff.

4. Turn on “Open to Work” (The Private Version)

Yes, that green banner gets attention—but not everyone wants to announce to the world they’re job hunting.

That’s fine.

You can switch on “Open to Work” just for recruiters. It’ll help you appear in filtered searches recruiters run for candidates open to opportunities—and LinkedIn keeps it hidden from your current employer.

Even if you’re not actively looking, turning this on keeps your options open.

5. Have a Profile Picture

It seems obvious, but recruiters rarely message profiles without a photo. Why? Because it makes it look like you're inactive on the platform. No one wants to waste time messaging someone who hasn’t checked LinkedIn in six months.

You don’t need a fancy studio shot. Just a clear, well-lit, professional-looking photo where you seem like someone they'd want to talk to.

Let LinkedIn Do the Heavy Lifting

If you’re spending hours a day on job boards but haven’t taken 10 minutes to sort your LinkedIn profile, you’re missing a trick. Because a solid LinkedIn profile does the work for you—while you sleep.

So to recap:

• Use job titles recruiters search for

• Set your location to the nearest major city

• Add the right skills to your profile

• Turn on “Open to Work” for recruiters

• Upload a professional-looking profile photo

These tweaks take five minutes. But they can get you in front of the right recruiters—so roles come to you instead of you chasing them.

And that’s the goal, right?

Job Searching Right Now?

The biggest reason good candidates struggle to get interviews is that most job searches focus on just one part of the process.

People spend hours tweaking their CV, but their LinkedIn profile tells a different story.

They apply through channels that rarely produce interviews.

They go into interviews without understanding how hiring managers evaluate answers.

None of these things individually ruin a job search, but together they make it much harder than it needs to be.

After 20 years in recruitment I’ve put everything I’ve learned about how hiring actually works into one place.

It’s called the Complete Job Search System and it covers CVs, LinkedIn, where to search for roles, interviews and salary negotiation.

Normally it’s £89 but there’s a code active right now that brings it down to £44.50.

You can see it here:

The Complete Job Search System

Code: SYSTEM50

The code expires tomorrow.

Do you ever get home from work and not want to speak to anybody for a while?

Not because you’re angry.
Not because you’ve had a terrible day.
Not because anything dramatic even happened.

You’re just mentally done.

Your brain feels full.

I used to think there was something wrong with me when that happened.

Because from the outside, my day often didn’t even look that difficult.

I’d mostly been sitting at a desk.

But what exhausted me was never just the work itself.

It was the meetings.
The interruptions.
The Slack notifications.
The constant switching between conversations.
The pressure to always appear engaged.
The open-plan office.
The small talk.
The feeling of being psychologically available all day long.

Meanwhile other people seemed completely fine inside those environments.

They could spend all day in meetings, go for drinks afterwards and still appear mentally fresh the next morning.

I genuinely couldn’t understand why I found it all so draining.

So for years, I assumed the issue was me.

Too quiet.
Too introverted.
Not confident enough.
Not naturally suited to leadership.

And I think a huge number of introverts quietly experience the exact same thing.

You rehearse what you’re going to say before ordering food.

You join Teams calls slightly late to avoid the small talk.

You wear headphones even when nothing’s playing because it reduces the chance of interaction.

You sometimes sit in your car for ten minutes before going into the house because you need a psychological reset after work.

You deliver consistently strong work but still somehow feel professionally invisible.

You watch louder people get recognised faster and quietly wonder if modern work is simply built for different types of people.

That’s really why I built Introvert OS.

Not to teach introverts how to become extroverted.

But to help ambitious introverts understand how modern workplaces actually affect them psychologically and how to build successful careers without constantly fighting their own brain in the process.

Introvert OS is currently £49 for launch before moving to its standard £79 pricing this weekend.

You can access it here:

Access Introvert OS

Cheers

Lee

I asked LinkedIn what part of the job search people were struggling with most.

66% said they can’t even get interviews.

And after reviewing thousands of CVs over the years, that honestly doesn’t surprise me.

Most people are applying with CVs that:

• Read like job descriptions

• Hide …

Read more

The job market right now?

It’s tough.

There are fewer roles, slower processes, and a hell of a lot of qualified people all going after the same opportunities. Some companies are ghosting candidates, dragging out hiring decisions for weeks, or freezing roles mid-process. So yeah it’s rough out there, and that’s not your fault.

But here’s the bit that stings a little:

If you’ve applied for 10, 15, 20 jobs and haven’t had a single interview - that’s not just down to the market.

That’s a sign something in your approach needs work.

And I’m not saying that to knock you. I’m saying it because I’ve worked in recruitment for 20 years, and I’ve seen this pattern play out over and over again.

People apply for loads of jobs, get zero response, and assume it’s a lost cause — when often, a few tweaks to their CV, mindset, or LinkedIn profile can make all the difference.

So let’s look at why.

1. Your CV Isn’t Doing You Any Favours

Most CVs aren’t bad because the person lacks experience.
They’re bad because they fail to show that experience clearly, quickly, or convincingly.

Here are three things that quietly kill your chances:

Generic Introductions

If your CV starts with a sentence like “Results-driven professional with a passion for excellence” — you’ve already lost them. It’s vague. It’s overused. And it tells me nothing about what you actually do.

Instead, write a short, sharp summary that covers:

• Who you are

• What you’ve done

• A key achievement or two

Example:

“Marketing Manager with 8+ years experience driving B2B lead generation campaigns across SaaS and tech. Increased qualified leads by 42% in one year while reducing spend.”

That gets attention. That makes a recruiter want to keep reading.

Keyword Confusion

Recruiters aren’t reading your CV word-for-word. They’re scanning for signals. And if your job titles or skills don’t line up with what they’re hiring for, you won’t even make it to shortlist territory.

This doesn’t mean stuffing your CV with buzzwords. It means using the job title and key phrases from the role — where they’re actually relevant. Don’t call yourself a “Business Transformation Architect” if the job is asking for a “Project Manager.”

Bad Formatting

Two-column layouts, fancy icons, tiny fonts — all stuff that looks great on Canva, but makes your CV harder to skim.

Keep it simple:

• One column

• Clear headings

• Bullet points used sparingly (and only for impact)

• No photos, no logos, no fluff

You want the reader to see your experience at a glance — not decode a graphic CV like it’s a puzzle.

💡 Enjoying this? Paid subscribers get 2x deeper content each week — plus access to exclusive templates, tools, and the private subscriber chat. Upgrade here

2. You’re Applying Too Broadly

This is the part where most jobseekers go wrong — and it’s totally understandable.

When you’re not getting traction, the instinct is to cast the net wider. Apply for more roles. Try different titles. Hope something sticks.

But here’s the problem: when you apply for everything, you tailor for nothing.

Recruiters can spot a scattergun CV a mile off. If it’s too generic, doesn’t align with the job, or looks like it was fired off without a second thought — it goes straight in the “no” pile.

So instead of firing out 60 applications in a week, focus on fewer, better ones:

• Tailored CV for each job family

• Show how your skills and experience directly match what they’re asking for

Quality over quantity wins every single time.

3. Your LinkedIn Profile Isn’t Pulling Its Weight

LinkedIn isn’t just a place to scroll past inspirational posts and job ads.
It’s your online CV — and a recruiter will check it.

If your profile looks empty, vague, or completely different from what your CV says, it raises red flags.

Here’s how to tighten it up:

• Headline – Say what you do, not just that you’re “Open to Work.” Make it easy for people to understand your value.

• About Section – Treat it like your professional summary. Who you are, what you do, and your key achievements.

• Job Titles – Use ones that match the industry standard, not internal jargon.

• Skills – Add relevant, searchable skills. Not “team player” or “strategic thinker” — actual tools, systems, and experience that match your target roles.

• Recommendations – Ask colleagues or managers to leave one. It adds credibility and shows you’re someone people want to work with.

If your LinkedIn profile is solid, it can back up your CV and bring roles to you via recruiter searches.

Quick Self-Audit Checklist

Not sure where things are going wrong? Use this list as a mini health check:

✅ Have you had zero interviews after 10+ applications?
✅ Is your CV focused more on duties than achievements?
✅ Are you using a Canva-style layout that’s hard to skim?
✅ Does your LinkedIn reflect what your CV says — and vice versa?
✅ Are your job titles and skills aligned with the jobs you’re applying for?
✅ Have you been tailoring each application — or just firing them out?

If you’re ticking most of these boxes, don’t stress. These are all fixable — and fast.

Also check out my AI CV Reviewer - it’ll give you real actionable recruiter level feedback on your CV.

Yes, the market is hard

But that doesn’t mean you’re powerless.

Control what you can control — your CV, your applications, your profile.
Make it easy for recruiters to see why you’re a strong match.
And remember, sometimes it’s not about doing more — it’s about doing it better.

You’ve got this.
Now go sharpen that CV and start turning “no response” into “next interview.”

Job Searching Right Now?

If you’re sending applications and not hearing back, the problem is almost always in your CV and you probably can’t see it yourself. That’s exactly what the AI CV Reviewer is for. Recruiter-style feedback in minutes, based on how hiring managers actually read a CV. Get it here

If you want the complete picture from someone who’s spent 20 years on the hiring side - CV, interviews, salary negotiation, the whole process in the right order, the Complete Job Search System has everything. Access Now

66% said they can’t even get interviews.

And honestly, that tells me the problem usually isn’t your experience.

It’s your CV.

Most CVs I review have the same issues:

• They read like job descriptions instead of showing impact

• Key skills are buried in walls of text

• Achievements are vague…

Read more

Most people think career progression is all about hard work and hoping someone notices.

But behind closed doors? There’s a little tool doing a lot of the deciding.

It’s called the 9-box grid. And if you work in a corporate environment, there’s a good chance you’ve already been placed on it — even if you’ve never seen it.

So let me show you how it works, and more importantly, what it means for your career.

What Is the 9-Box Grid?

It’s a simple 3x3 matrix that maps people against two things:

• Performance – how well you do your job right now

• Potential – how ready you are to take on more complex or senior roles

Here’s what it looks like:

Each box means something different. And depending on where you land, the conversations about you behind the scenes can be wildly different…

Read more

Most of the content I send you is about job searching. CVs, interviews, salary negotiation, how hiring actually works from the inside.

But this one is a bit different, because it’s about something that affects a huge number of people in my audience and almost nobody talks about it directly.

A lot of professionals, particularly thoughtful, capable, high-pe…

Read more

You work hard. You deliver results. You hit your targets. You’re good at what you do.

But… nothing’s really changing.

No promotions. No exciting projects. No new challenges. Just the same old stuff, over and over again. And here's the kicker: no one warned you this might happen. Not your manager. Not your mates. Not even those shiny LinkedIn posts about "crushing your career goals".

You, my friend, have hit the career plateau.

It creeps up on you quietly. One minute you're feeling proud about nailing that new role, the next you’re three years deep, wondering if this is all there is.

Let’s talk about why this happens—and more importantly, what to do about it.

What Is a Career Plateau, Really?

It’s not just about being bored. A career plateau is when you stop progressing—professionally, personally, or financially. You’re not growing, not learning, and not being stretched. You’ve outgrown the job, but you’re still doing it.

It’s easy to fall into, especially if you’re good at your job. You become the go-to person. Reliable. Consistent. Safe. And the business loves that. So they leave you where you are.

But you didn’t sign up to stagnate.

Why Nobody Talks About It

Because it’s awkward. Saying “I’ve stalled” feels like admitting failure. But it’s not. It’s normal.

In fact, most people hit a plateau at some point. The problem is, they stay there. They wait. They hope someone notices. They convince themselves they should be grateful.

You can be grateful and want more.

Signs You’ve Hit a Plateau

• You’re not learning anything new.

• You can do your job with your eyes closed.

• You haven’t had a proper development conversation in over a year.

• You’re working harder, but not going further.

• You feel stuck, but can’t quite explain why.

Sound familiar?

💡 Enjoying this? Paid subscribers get 2x deeper content each week — plus access to exclusive templates, tools, and the private subscriber chat. Upgrade here

What To Do About It

Here’s the honest bit: breaking through a career plateau means taking control. No one’s coming to rescue you. Your manager isn’t going to suddenly hand you a new challenge on a silver platter. You have to make the first move.

1. Get Real About What You Want Next

Don’t just say, “I want progression”. What does that actually mean?

More money? A different role? Leading people? Less stress? Bigger projects? Write it down. Clarity kills career confusion.

2. Have the Awkward Conversation

Book time with your manager and talk about your future. Be direct: “I feel like I’ve outgrown this role. What opportunities are there for me to grow here?”

If they fumble the answer or can’t offer anything concrete, that’s your sign.

3. Start Looking Internally and Externally

Don’t fall into the “loyalty trap”. You’re allowed to look elsewhere even if you’re still delivering where you are. In fact, you should. Opportunities rarely fall into your lap—you have to hunt them down.

4. Upskill Like You Mean It

If you’ve hit a wall, learn how to climb it. Look at what skills are in demand in the jobs you do want. Then go get them. Online courses, mentoring, shadowing people in other teams—whatever works. But don’t just wait and wish.

5. Make Some Noise

Update your LinkedIn profile. Share what you’re learning. Ask for recommendations. Post about your wins. If no one knows what you’re capable of, don’t be surprised when nothing changes.

Plateaus don’t last forever—unless you let them.

This isn’t about throwing in the towel or chasing some perfect job. It’s about not sleepwalking through your career and waking up five years from now wondering where the time went.

If you’re feeling stuck, you’re not broken. You’re ready for your next chapter.

Just don’t wait for permission to turn the page.

Job Searching Right Now?

If you’re sending applications and not hearing back, the problem is almost always in your CV and you probably can’t see it yourself. That’s exactly what the AI CV Reviewer is for. Recruiter-style feedback in minutes, based on how hiring managers actually read a CV. Get it here

If you want the complete picture from someone who’s spent 20 years on the hiring side - CV, interviews, salary negotiation, the whole process in the right order, the Complete Job Search System has everything. Access Now

She was at the end of her tether. A micromanaging boss, a manager placed in a role she knew nothing about, the kind of workplace situation that makes you feel completely stuck.

She used my tips, applied for 3 jobs, got interviews for all 3, and secured the first one with a £13k pay increase.

At 55.

If she can do that, so can yo…

Read more

Some start waffling about how hardworking they are. Others completely freeze and say something like, “I don’t know.”
Not exactly interview-winning material.

If you’ve got an interview coming up, here’s a simple structure that’ll help you answer this confidently, clearly, and—most importantly—in a way that actually makes the employer want to hire you.

Stick with me to the end because I’ll also share one of the most common mistakes people make when answering this question.

What They’re Really Asking

When the interviewer asks, “Why should we hire you?”, what they’re actually saying is:

“We’ve got a problem. We need someone to solve it. Convince us you’re the right person.”

That job description they posted? That’s their problem statement. The role exists because something’s not getting done or they need help doing it better.

Your job is to show that you’ve solved similar problems before—and you can do the same for them.

The 3-Step Formula That Works Every Time

Here’s how to answer it without rambling, guessing, or listing vague personality traits.

Step 1: Identify the key skills or experience they’re asking for

Read the job description and highlight the must-haves. What’s the pain point they’re hiring for?

Step 2: Share a quick example of how you’ve delivered results using those skills

Show you’ve done it before—with numbers if you’ve got them.

Step 3: Link it back to them

End by connecting your experience to their needs. Make it obvious you can help solve their problem.

Example Answer (That Actually Works)

Let’s say the job advert says:

“We’re looking for an experienced marketing manager with a background in social media to increase brand awareness and drive sales.”

Here’s how most people answer:

“I’ve got eight years of experience in social media marketing.”

Not awful, but not great. It’s all “me me me.” Now let’s improve it.

Here’s a stronger version:

“I’ve been in social media marketing for the last eight years, and in my most recent role, I designed and ran campaigns across all our channels. We grew our following by 100,000 and increased sales by 20%. Given your focus on brand awareness and sales growth, I’d love to bring that same strategy to your team.”

See the difference?

It’s not just about what you’ve done—it’s about how what you’ve done will benefit them.

What Not to Say

A couple of common mistakes that can ruin your answer:

❌ Being too generic

Saying “I’m a hard worker” or “I’m a fast learner” doesn’t mean anything. Everyone says that. It tells the employer nothing about what you actually bring to the table.

❌ Reading your CV

Please don’t just recite your work history. They’ve already read your CV. This is your chance to highlight what matters to them—the problems they need solving and how you can help.

Prepare Ahead

Before your interview, go through the job description and highlight the main challenges they’ve got. Then prep a one or two sentence answer that shows how you’ve tackled similar problems—and how you’ll do it for them.

Nail that, and you’ll never struggle with this question again.

Job Searching Right Now?

If you’re sending applications and not hearing back, the problem is almost always in your CV and you probably can’t see it yourself. That’s exactly what the AI CV Reviewer is for. Recruiter-style feedback in minutes, based on how hiring managers actually read a CV. Get it here

If you want the complete picture from someone who’s spent 20 years on the hiring side - CV, interviews, salary negotiation, the whole process in the right order, the Complete Job Search System has everything. Access Now

You work hard, you know your stuff, and your results speak for themselves.

But somehow, you’re still not quite being taken seriously. People overlook your input in meetings. You get lumped with work that doesn’t challenge you. Someone else gets the opportunity you wanted—again.

It’s frustrating, and it’s easy to assume the only way to fix it is to start “playing the game.” You know the type—loud in meetings, mates with the senior leaders, never shy about taking credit.

But here’s the truth: being taken seriously at work doesn’t require you to become political or fake. You don’t need to start working late just so your manager sees you’re “committed”. You don’t need to hang around the office kitchen hoping to bump into someone influential.

You just need to be intentional, consistent, and smart about how you show up.

This guide is about doing exactly that—without compromising your values or turning into someone you’re not.

1. Deliver Results That Are Impossible to Ignore

The foundation of being taken seriously? Results. But not just any results—visible results.

It’s not enough to do your job well. You need to show how your work makes a difference.

What that looks like in practice:

• Don’t just submit the report—include a quick summary of what it’s telling the business.

• Instead of just finishing a project, note the impact: “Delivered two weeks early, reducing downtime by 18%.”

• Follow up. If your analysis or recommendation led to something changing, tell that story.

Your work might be exceptional, but if nobody sees the impact, it won’t drive influence. You don’t need to shout about it. But you do need to connect the dots for people.

📌 Pro tip: Keep a running document of your wins and impact—big or small. This becomes your go-to for performance reviews, pay conversations, and promotion discussions.

2. Control the Narrative (Or Someone Else Will)

Let’s be blunt—if you’re not shaping how people perceive your work, someone else will.

And it might not be accurate.

The most respected people I’ve worked with all had one thing in common: they knew how to frame their work. Not in a boastful way—but with clarity and intention.

If you just say, “I managed the project,” people assume you did admin.

If you say, “I led a cross-functional team of five to deliver a new onboarding process that cut time-to-productivity by 30%,” people take notice.

You’re not lying. You’re just framing your work in the right way.

This isn’t spin. It’s storytelling.

3. Speak Up (Even When It’s Uncomfortable)

The number of times I’ve seen great people stay quiet in meetings—only to message me afterwards with a brilliant point—is unreal.

If that’s you, you’ve got to break the habit.

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