What's needed to be competitive as a high performer when job searching:

1) Get your resume in competitive shape: See examples here: https://ascend5.com/resume-examples/

We need business value (monetary savings/revenue generated from services).  Our top resume area, “Areas of Strength & Effectiveness,” acts as your career track record. We put these on your resume for recruiters/hiring authorities to see right away how you align with their role.   This is an example of one below.  Each one of these is specific to the person. Some of these are shorter, but ultimately- this is your career snapshot and top strengths/metrics.

Technology Solutions & Operational Leadership

• Profitable Growth: Works with early-stage technology companies to create and scale technology solutions for enterprise clients. Directly conceived and executed solutions >$300M in LTV for 4 companies.
• Growth Strategy: Led last company to 2X growth YoY for 4 years to increase revenue by $19M. Drove $4M+ in new solution revenue within the first year.
• Scale Up Framework: Strategizes with executive teams on top-level business objectives, identifies new product opportunities using a customer-first mindset, builds & launches products to scale, continuously improves operations, and empowers high-performing teams.
• Customer-Focused Product Visionary: Builds and leads product and customer success teams with exceptional levels of long-term engagement. Launched a sales enablement solution, boosting retail conversion rates by >6%, driving $Bn+ in client LTV.
• Optimized Operations & Customer Retention: Develops business instrumentation and processes that speed up deployments. Achieved a 95% client retention while attaining P&L growth and positive EBITDA.
• M&As: Played a key leadership role in two high-value acquisitions ($85M and $95M), including preparing and delivering detailed due diligence. 
• Trusted Advisor: Strategizes with C-suite executives to focus on aligning technology solutions to strategic business goals, typically achieving 6-10 C-level meetings per quarter.
• Global Team Growth & Leadership: Built and managed teams across N. America, Europe, LATAM, and APAC with up to 60 people. 

2) Force-multiply efforts to find a role:  Different levels require different strategies, but generally include 2 of the following:

• Rapid Networking via LinkedIn- We reach out using AI and technology to 600-1000 targeted people who can help you find roles (1st & 2nd connects and in-house recruiters at target companies, external recruiters, PEs, VCs, etc.)  Otherwise, you do it manually, and most people are lucky if they hit 100 in this effort. It feels defeating doing this manually-but the only way to find these roles is to do this at scale.
• Effective Applying: You can do this or we do this, but you must keyword optimize for every role (up to 80%) due to the mass amount of job bots submitting resumes daily, and the amount of people searching for work. You should realign your resume, craft a cover letter, and reach out around the role on LinkedIn to introduce yourself- using LinkedIn inmail credits. Many clients say they will apply for roles on their own. Some do, and some realistically don't have the time. Keeping this going is essential if you are under the $350K level.
• Representation: Some executives at larger companies need recruiter representation. They prefer receiving a vetted candidate’s information rather than a candidate directly reaching out. We can do this for you, and we only charge a 3% vs. 20% fee. This ensures you are not passed up due to high recruiter fees. If we receive this fee, you will receive most of the cost of your package back (See EXPEDITE Executive package details).

These services ALWAYS pay for themselves, and the ROI is typically 5-10 times the package by having the justification and ability to attract and negotiate for higher salaries and cutting the job search in 1/2.

There are not many companies that do this because most recruiters find it far easier to find multiple candidates for 1 role for a company vs finding multiple roles for 1 candidate.  At Ascend5, we are dedicated to working with individuals and partner with recruiting firms for companies that need candidates.

Recruiters generally always work for companies. Reverse recruiters work for individuals. We truly enjoy this work because we get to know our clients and get them reacquainted with their unique value so they proactively land the roles that will help their career and salary trajectories. More importantly, we help them to continue to grow and make a positive impact in organizations.

Other companies that offer similar services:

FindMyProfession (Costs are $3000, $3999 (every 4 weeks)—they are similar to Ascend5 but $500-$1000 more expensive per month and do not include resume or interview prep in their primary services.

Resume Spice ($799 to $1199 per/mo) - They only apply for you, and do not customize your resume, align, keyword optimize. They do not reverse recruit, nor coach. 

The Barrett Group—(Prices from $9,000 - $12,500 for Executive and C-suite jobs). They do not apply to jobs or reverse recruit on your behalf. Each package is customized, so pricing is not set or posted online.

Stewart, Cooper & Coon ($10,000- $15,000) - They focus on reputation management through articles and branding.  They do not reverse recruit or apply for jobs.

Browning & Associates:  (Prices from $12,500 - $17,500 for Executive and C-Suite Jobs). Their offerings are similar to EXPEDITE PREMIUM Reverse Recruiting package, where they don't apply, and are 12-17Xs more expensive.

Why We Stand Out

Overview: We have offered this in-depth managed job search service that includes AI technology since 2020. We used to provide these services individually, but the job search is so complicated that it goes much smoother when we can be there during the entire process to ensure you make it to the finish line with a high-quality role and higher salary.

Expert help can improve your career and salary trajectory enormously.  Doing this alone can wear people down due to:

• Not applying correctly and not receiving interviews
• Not networking at the magnitude needed to land a new role
• Not having the right connections to find roles
• Not feeling confident and clear in the way they bring value to roles
• Employers detract offers
• Not making it past the interview stage
• The difficulty of staying on target to land the RIGHT roles (not just any role).
• The lack of knowledge needed to negotiate for the highest salary package possible (this alone typically pays for our packages)

We are experts at this and can cut your job search in 1/2, and have a 98% success rate of getting our candidates into roles.

Reasons why careers stall and people are held back from getting better roles or a value-based salary:

• They are not marketed/branded competitively with little response, lose traction, and erode confidence.
• They don't understand their business value and can't align it with the company's needs or convey it when interviewing.
• They feel nervous during the interview, worrying if they're responding correctly because they're using the wrong interview mindset.
• They rely on applying for roles versus networking. Jobbots have made this even less effective in the last year.
• They don't network out at the scale needed to find the roles before being posted.
• They are uncomfortable with networking and do not understand the true value of it.
• They focus on landing one role during the interview process and don't continue to look for other roles while interviewing.
• They become so worn down by the search process that they take less desirable roles and fear negotiating for a larger salary increase.
• They are waiting for a recruiter to find them a role.

BRAND© & EXPEDITE© address these issues to cut your job search in 1/2 and develop the authentic confidence needed to land high-quality roles and better salaries.

• Our Resumes Are Easy to Skim: You've heard that saying,  "You have 6 seconds to prove you are right for the job". It's true. So we designed speed reading tactics into the format (no more than two lines per bulleted sentence and bolded topics for each one). 
• Easy to realign for new roles: We have a top area that makes it easy to realign for new roles so that recruiters see that you check all the boxes.

See resume examples here.