Lottie Unwin (she/her)’s Post

I beat over 1000+ applicants and landed a special AE role at Deel to work for a very special leader, Mike Gallardo. And you can apply like this too! Here is what I did: 1 - Researched the company's success and leadership. 2 - Wrote out my skills and how it aligns with the company's goals. 3 - Engaged with the hiring manager on LinkedIn 4 - Sent a cold video to the hiring manager (I outline the script in the video) 5 - Applied once I got noticed Create your opportunities and standout ✨ Especially when you want to work for some incredible leaders. Have you ever sent a video to a hiring manager?

I'm old enough to remember when new execs would show leadership by firing people. Today, Gartner research says transitioning execs must establish credibility and deliver results by building "personal brands" and "developing a coherent story." This narrative shouldn't wait until they've landed the role, though. It should be locked and loaded before you even step into the interview room. Having the right, constant narrative acts as a career playbook to guide your choices and ensure you're aligned with the right company and role. Coming up with the story is tough though, especially if you don't feel like you fit the traditional leadership trajectory. That’s where a new project I'm working on comes in. Our Turn VIP from Kirstine Stewart helps leaders come up with their our playbook to find their unique narrative and unlock new career opportunities, without needing the Ivy League education or being part of an inner circle. First course drops soon at https://ourturn.vip/

Introducing Board Ready: Your Pathway to the Boardroom! Are you an executive who knows you have what it takes to thrive in the boardroom but have been passed over for promotion or told you’re not quite ready yet?  We hear you, and we’re here to change that narrative! Hearing you’re ‘not ready’ touches your very soul and can leave you in a quandary of unspoken and unanswered questions: what does that mean; how specifically am I not ready; how do I become ready? Did you know that since 2016, we’ve been empowering executives like you to embody the Mindset and Identity of a boardroom leader. Being a director is not something you do, it’s something you are. With Board Ready! you’ll not only emerge as a confident, competent and highly sought-after candidate for board positions, but you’ll also embody the essence of a director, ready to lead with purpose and drive organizational success. If you're ready to step up your career, DM me and we'll have a chat. Don’t just aspire to be a Director – Be one. To your success Caroline D'ay #BoardReady #BoardroomLeadership #ExecutiveDevelopment #CareerAdvancement

I read thousands of leader’s CVs/Resumes every month and a LOT have this in common… 👀 They don’t talk about THEIR impact. There’s little mention of the outcomes they’ve driven or if they do, don’t provide any context behind their achievements that anyone outside of the company can appreciate. Instead, I see long lists of responsibilities, titles, and buzzwords (basically a mirror of a job description) - but no real insight into the difference they made in the role. No mention of how they influenced business results, led teams to success, or shaped strategy in meaningful ways. For leaders, this is absolutely crucial. If you’re not clearly showing the value you bring to an organization (from first impressions), you’re simply not standing out. It’s not about what you were responsible for - it’s about what you achieved, how you moved the needle, and what impact you’ve had. BUT as it’s such a noticeable trend, I’m wondering why? #Leadership #CVAdvice #Recruitment #CareerGrowth #Impact #TechHiring

Have you identified your north star? 🌟 It’s important to work with purpose, not just for promotions. After a couple of coffee dates with my mentors and a dinner with friends (all strong senior leaders in various industries), it seems a few people aren’t happy with their current roles. When you lose direction and focus, things can get pretty dull. Your north star is your vision - it’s about understanding what you’re working towards and the WHY. It’s about finding an ultimate goal that aligns with your values - the personal you and the professional you. But what about the journey to reach that north star? 🚀 Celebrating wins, regardless of their size, is essential. (a lil’ glass of rosé, is optional 🍷 ✨ ) Break down your larger goals into smaller, actionable micro-goals. Every step forward, no matter how small, brings you closer to your larger vision. Staying humble and focused is important too. You don’t want to stumble backwards or, worse, stand still. Your north star is a compass guiding you to what’s next - always challenging you to aim higher and think bigger. My north star is sacred to me. While I’ve recently hit several significant goals, each win has only intensified my commitment to reaching my ultimate dreams. As we’re gathering momentum at Orbis Group for a big 2025, we’ve made some notable achievements along the way: --> Successfully developing our client solutions and generating new streams of revenue - a unique proposition that has been years in the making. --> Strengthening our inner creative circle, made up of the best in the industry. --> Embracing transformation: out with the old tech, in with the new. --> Welcoming new talent (ahem, Justine, here’s looking at you). --> West Peak - BCorp leadership training and the launch of our own L&D programs are building a growth-focused culture from within. --> Embarking on the most significant transformation in Orbis Group history. 2025, we’re coming for you. And, of course, reaching that exciting new Director role. 💅 Progression involves more than hitting milestones; it’s about reflecting on how far you’ve come, learning from the journey, and raising the bar. 🔥 ✨ #CareerGrowth #Recruitment #Marketing

Success in landing your dream role is about more than just experience—it’s about positioning yourself as a strategic leader ready to take an organization to the next level. To stand out, your professional narrative should reflect not only what you’ve done but how you can uniquely add value to the companies you target. Craft a story that highlights your experiences, your vision, and the impact you can bring. It’s not enough to just know the basics. Dive deep into the company’s market position and leadership style. Show that you understand their challenges and are ready to bring solutions that will guide their growth and success. When reconnecting with hiring teams, focus on your strategic fit and share relevant insights that show you’re already thinking like a member of their leadership. Partnering with a specialized recruiter can amplify your narrative and sharpen your approach. At KIP Search, we prepare you to lead these high-level conversations and help you target the roles that align with your leadership ambitions. ---- Did you find this post interesting? Share it with your network to pass on the insights! ♻️ 📌P.S. I assist companies in refining their approach to attract and hire exceptional executive talent for crucial leadership roles. #ExecutiveSearch #LeadershipDevelopment #StrategicLeadership #CareerGrowth #CLevelRecruiting #ProfessionalBrand

What do organisations get wrong when it comes to recruiting into leadership roles? It’s a critical question, and I’ve got some food for thought about the answer.   1️⃣ Not having a clear idea of what the organisation wants or needs in the role. This might sound obvious, but I see many teams putting the cart before the horse here, diving right into advertising roles and interviewing without working this through. Before you even start discussions with potential candidates, you need to get clear on exactly what it is you’re looking for.  2️⃣ Not carrying out proper leadership assessments. If your aim is to hire leaders who can 👉 Hit the ground running 👉 Add to your company culture 👉 Make a positive impact You need to have a thorough assessment process.  Ideally, this involves multiple approaches that go beyond interviews and include other forms of assessment. This way, you can have more confidence that you have sufficient data to inform your decision-making process and the best chance of futureproofing your organisation's leadership.  #FutureLeaders #LeadershipAssessment #RecruitingLeaders __________________________________________________ Get in touch 👉 [email protected]

4 years ago I decided to stop settling for what I was told was possible for me… A few months before this, I was told I wasn't ready for the next level... 8 months later, I went from being an underpaid manager to a Director & industry leader… Here’s how 👇🏽 1️⃣ I stopped trying to speak to things I wasn’t an expert in, and instead learnt how to steer conversation to bring out my superpower a.k.a the zone of genius You’re trying to have all the answers to the questions that the execs in the room were asking, even when you know that you don’t have the facts and the insight to do so. This is watering down your brand because no one knows what you’re actually a genius at. And worse, your credibility could be at stake if you say something you’re not entirely sure of - which takes years to build back… When you stop trying to give answers to questions you’re not sure about, and speak only to your zone of genius, people will start to respect you and recognize you as a leader in your area of expertise. 2️⃣ I made sure the language I used to share my opinions made others see me as a highly capable Director instead of a high performing manager. Instead of talking about projects that I managed, I talked about aspects of the project that I Led, teams that I directed and initiatives that I championed within these projects. Using leadership language to describe your work will immediately position you as a leader instead of a follower (which is what leaders see when you use weak language). This is Promotion Positioning in action ⚡️ When you elevate your authority through your superpower and your language in meetings, you’ll become the ONLY option for that promotion (right now you’re one option out of many, including outsiders)… And you’ll be invited to the leadership promotion If you’re ready to see the entire Promotion Positioning strategy that will make you the *only* eligible candidate for that Director/VP position, my upcoming LIVE Masterclass is for you. Drop your fave emoji below for the link 🖤 __________ #Leadershipdevelopment #careeradvancement #diversityandinclusion #womenleadership #elevatewithrebecca

You've climbed the corporate ladder, but do your peers see the new you? Don't forget to promote YOURSELF. A friendly reminder, this promotion season. When you join a new company, you naturally put your best foot forward to make a strong first impression. But when you're promoted within your current organization, you need to remember to re-introduce yourself in your new role. 📣 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝘁𝗼 𝗽𝗿𝗼𝗺𝗼𝘁𝗲 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗲𝘃𝗲𝗻 𝗶𝗳 𝘁𝗵𝗲 𝗳𝗮𝗰𝗲𝘀 𝗮𝗿𝗼𝘂𝗻𝗱 𝘆𝗼𝘂 𝗮𝗿𝗲 𝗳𝗮𝗺𝗶𝗹𝗶𝗮𝗿. Here are five strategies to do just that: 1️⃣ Re-define Your Value: Use the promotion as a launchpad to showcase your skills in a broader context. Make it clear how you're contributing to the bigger picture now. 2️⃣ Communicate: Don't assume people know your new responsibilities. Clarify your new role and expectations through meetings or even a simple email. 3️⃣ Build New Relationships: Leverage your new position to network within and outside your department. Fresh connections can offer fresh perspectives. 4️⃣ Seek Mentorship: A higher role often involves uncharted territory. Don't hesitate to seek guidance to navigate it effectively. 5️⃣ Show Results: Nothing speaks louder than success. Start delivering on your new responsibilities as quickly as possible to establish your new leadership role. What are your tips for navigating internal promotions? Let's discuss below! 👇🏾 #Promotion #Leadership #CareerGrowth #PersonalBrand

3 ideas for managing a top performing director: 1️⃣  Ask them how they want to grow Yes, a promotion's likely in their vision. But don't assume it's what they want right now. Especially at the director level, they may need - and want - lateral functional experience. They might also be fulfilled in what they're doing atm...your job then is to stay out of their way. 2️⃣  Expand their leadership scope To broaden their perspective and build their leadership authority.  Bonus: It may help lighten your load, too. Make sure there's a path to resourcing if needed to support the additional load on them. 3️⃣  Introduce them to leaders of other departments For get-to-know-you calls, shadowing opportunities, or a chance to serve as an advisor to another team. An intro is a simple and powerful show of trust and support. It's a way of saying: I want you here. Top performers love: -learning -freedom -action -visibility -recognition And eventually, yes, a promotion.