Give Feedback
Review your CV headline—does it clearly show how your skills meet a priority need in your new field?
Ask one professional why they entered your target industry—note the most relevant motivations.
Compare your strongest skill to your weakest—what difference matters most in your new market?
Identify one repeated piece of feedback from recruiters—does it signal a skills gap to address?
Write down in one sentence: Who is your career path not suited for—and why?
Search recent reviews of roles in your target field—what do people praise or criticize most?
When did your past skills feel like a perfect fit in this new path? What made that moment stand out?
What assumptions have you made about employers’ needs—and are those still valid now?
How often do you hear, “That’s exactly what we need”? If rarely, why might that be?
Do you build your new direction based on employer input or personal vision? How balanced is it?
What feedback do you tend to dismiss during transition—could it point to deeper issues?
When has trying to please everyone diluted your core career focus?
Interview three professionals in your target field about what problem they solve and how they measure success.
Create a target role persona using real insights—not guesses—from three recent informational interviews.
Map your full transition journey—from research to landing—mark all friction points or confusion.
Test one skill with a non-ideal audience to learn where your current expertise does not yet apply.
Run a mini-survey: What would make contacts more confident recommending you in a new field?
Pilot a small tweak in your pitch and measure how people’s reactions or engagement change.
Ask a mentor: “When you describe my strengths to others, what do you say I do best?”
Share your career pitch with someone outside your field and ask what feels unclear.
Share two resume versions and ask which one best reflects your direction.
Ask peers: “What objections do recruiters raise about me most often, and why?”
Invite a mentor to audit your resume for clarity, precision, and market relevance.
Ask a mentor to complete: “Your transition would be perfect if only you also…”
Shift from “I can do many things” to “I solve one key problem really well—let’s double down here.”
Reframe weak interview response as “a signal to refine my story” rather than “a flaw in me.”
Instead of “I’m for any employer,” proudly own “I’m perfect for this specific audience.”
View recruiter silence not as rejection, but as guidance on fit or mispositioning.
Change “I need more credentials” to “I need more value at the point of need.”
Replace “It’s good enough” with “is it irresistible to the right employer right now?”
Notice what language employers use in job posts—does it match how you describe your skills?
Track who becomes repeat supporters of your transition—what patterns do they share?
Watch how recruiters react during your pitch—where do they lose interest or light up?
Monitor which recruiter questions signal a mismatch with your intended strengths.
Observe what competing candidates emphasize—are you missing those strengths or signals?
Listen for hesitation in interviews—what concerns aren’t being said out loud?
