Career Coaching for Experienced Cyber & Technology Leaders

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🚀 Most career coaches have never hired anyone. I've been the decision-maker for 1,000+ hirings.

That's The Difference!

✅25+ yrs Exec Recruiting | ✅ Certified Professional Career Coach (CPCC) |
✅ Prof Association of Resume Writers (PARWCC) |
✅ SHRM

10/22/2026

🎯 You know the colleague who says "Just tell me the bottom line"?

That's often a 🔴 𝗛𝗶𝗴𝗵 𝗗.

In 𝗣𝗮𝗿𝘁 𝟮 of my series, we're looking at the D style: Dominance. Decisive. Assertive. Wired for results. ⚡

✅ 𝗪𝗵𝗲𝗿𝗲 𝗛𝗶𝗴𝗵 𝗗'𝘀 𝘁𝗲𝗻𝗱 𝘁𝗼 𝘁𝗵𝗿𝗶𝘃𝗲:

🔹 Authority to make the call
🔹 Clear goals and measurable results
🔹 Fast pace and real challenges
🔹 Freedom to fix what's broken

🚫 𝗪𝗵𝗮𝘁 𝘁𝗲𝗻𝗱𝘀 𝘁𝗼 𝗱𝗿𝗮𝗶𝗻 𝘁𝗵𝗲𝗺:

🔸 Micromanagement
🔸 Slow, consensus-only decisions
🔸 Repetitive detail work with no end goal
🔸 Responsibility without authority

💼 𝗖𝗮𝗿𝗲𝗲𝗿 𝗽𝗮𝘁𝗵𝘀 𝘁𝗵𝗮𝘁 𝗼𝗳𝘁𝗲𝗻 𝗳𝗶𝘁 𝗮 𝗗'𝘀 𝗻𝗮𝘁𝘂𝗿𝗮𝗹 𝘀𝘁𝘆𝗹𝗲: general management, operations leadership, entrepreneurship, sales leadership, turnaround and change roles, and in tech, incident response leads, security program directors, and CISOs.

⚠️ 𝗦𝗶𝗴𝗻𝘀 𝗮 𝗗 𝗺𝗮𝘆 𝗯𝗲 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝘀𝗲𝗮𝘁: constant frustration with "process," boredom within months of mastering a role, and friction with leaders who want every step approved.

👥 𝗜𝗳 𝘆𝗼𝘂 𝗹𝗲𝗮𝗱 𝗛𝗶𝗴𝗵 𝗗'𝘀: give them the outcome, not the steps. Hand them a hard problem and the authority to solve it. Coach the blind spots, which tend to be impatience and bluntness under pressure.

🤔 𝗡𝗼𝘁 𝘀𝘂𝗿𝗲 𝗶𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗮 𝗗? Most people are a blend, and your work style may differ from your natural style. That's exactly what a assessment sorts out.

📅 𝗖𝗼𝗺𝗶𝗻𝗴 𝗧𝘂𝗲𝘀𝗱𝗮𝘆: 🟡 the High I, the style that gets its energy from people.

Are you a D, or do you work with one? Tell me in the comments. 👇

10/20/2026

⏳ Whether you served 4 years or 24, your next career will likely take up about 70,000 hours.

That's 40 hours a week, 50 weeks a year, for 35 years.

Yet most of us spend more time planning a one-week vacation 🏖️ than planning where those 70,000 hours go.

After 25+ years in hiring and talent acquisition, I've watched the same pattern play out hundreds of times. People choose careers based on skills, salary, or whatever opening came along first. Very few choose based on how they naturally work best.

Then a job that looks perfect on paper leaves them drained by Wednesday. 😮💨

In , that missing piece has a name: 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿𝗮𝗹 𝗳𝗶𝘁.

(Dominance, Influence, Steadiness, and Compliance) is a behavioral assessment tool that shows how you naturally act, communicate, and make decisions. Research suggests different behavioral styles are drawn to, and excel in, different kinds of work.

🔍 𝗧𝗵𝗲 𝗾𝘂𝗶𝗰𝗸 𝘃𝗲𝗿𝘀𝗶𝗼𝗻:

🔴 𝗗: Decisive and assertive. Thrives on challenge and results.
🟡 𝗜: Spontaneous and persuasive. Thrives on people and recognition.
🟢 𝗦: Kind and tactful. Thrives on stability and supporting a team.
🔵 𝗖: Precise and analytical. Thrives on accuracy and clear standards.

Most of us are a blend, with one or two styles leading.

💼 𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝘄𝗲𝗶𝗴𝗵𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗰𝗮𝗿𝗲𝗲𝗿 𝗺𝗼𝘃𝗲, knowing your style helps you target roles where your natural strengths do the heavy lifting, instead of fighting your wiring every day.

👥 𝗜𝗳 𝘆𝗼𝘂 𝗹𝗲𝗮𝗱 𝗽𝗲𝗼𝗽𝗹𝗲, it explains why a strong performer can stall in the wrong seat, and how to build and teams around how people actually work.

📅 This is 𝗣𝗮𝗿𝘁 𝟭 𝗼𝗳 𝗮 𝟲-𝗽𝗮𝗿𝘁 series. Every Tuesday and Thursday for the next three weeks, I'll take one style at a time: the environments where it thrives, what drains it, and the career paths that tend to fit. The final post includes a look inside an actual Career Management Report.

Which letter do you think leads for you? Drop it in the comments. 👇

07/27/2026

𝗠𝗼𝘀𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗱𝗼𝗻'𝘁 𝗵𝗮𝘃𝗲 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗼𝗯𝗹𝗲𝗺. 🎯

They have a leadership gap they haven't named yet.

Here's what nobody tells you: the leaders who could close that gap aren't on job boards. A great , VP of Operations, or Chief People Officer isn't updating their resume tonight. 🚫

They're found through relationships, not job postings. And most recruiters simply don't have access to that level of .

A human capital strategist changes the game:

🔍 Diagnoses the real gap, not just the open title
⚖️ Decides fractional vs. full-time vs. hybrid
🎯 Sources leaders who've solved this exact problem before
🏗️ Builds the systems so the hire actually sticks

A fractional gets security leadership in place in weeks, not months.
A VP of Operations hired right brings order instead of chaos.
A strong hire stays past year one.

The difference isn't luck. It's process. ⚡

Staring at an org chart with a hole in it? Let's talk. 👇

07/14/2026

Three companies posted record numbers and cut thousands of jobs in the same eight week window. That's not a coincidence. It changes how you should talk about your own layoff.

𝗥𝗲𝗰𝗼𝗿𝗱 𝗿𝗲𝘃𝗲𝗻𝘂𝗲, 𝗿𝗲𝗮𝗹 𝗹𝗮𝘆𝗼𝗳𝗳𝘀:
✅ Cisco cut nearly 4,000 roles in May despite better than expected profit. Its CFO said it was reallocating toward silicon, optics, security, and AI, not savings.
✅ Cloudflare cut 20 percent of staff the same week it posted its best revenue quarter ever, up 34 percent YoY. Its CEO said most cut were "measurers": management, finance, legal, audit.
✅ Google Cloud quietly cut Threat Intelligence and Mandiant linked staff while Cloud revenue grew 63 percent past 20 billion.

The insider read: these cuts aren't about the business struggling. They're about flattening the layer between builders and leadership. The people cut skew toward coordination roles, not the ones writing detection content or defending the perimeter.

If this was you, here's the shift. Nobody needs convincing your old company was profitable, they already know that part. What actually gets you noticed is being specific about what you built or defended, not what you oversaw.

Which side of that line were you on? That's the story your resume needs to tell.

Questions about repositioning after a "profitable but restructuring" layoff? Send me a DM.

for cyber and tech pros navigating 2026's record revenue layoffs.

07/08/2026

🤝 𝗛𝗶𝗿𝗶𝗻𝗴 𝗶𝘀 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲. 𝗚𝗲𝘁𝘁𝗶𝗻𝗴 𝗶𝘁 𝘄𝗿𝗼𝗻𝗴 𝗶𝘀 𝗲𝘃𝗲𝗻 𝗺𝗼𝗿𝗲 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲. 💸

Ever hired someone who looked perfect on paper, then struggled to fit the team? 🤔 Or watched a great employee get passed over for a promotion because they communicated differently than expected?

That's rarely a problem. It's a communication and behavioral fit problem, and it's one of the most overlooked factors in both and . 🧩

📊 Assessment (Dominance, Influence, Steadiness, and Compliance) is a behavioral assessment tool that identifies how people naturally respond to problems, influence others, handle pace, and approach rules and structure. For hiring, that means fewer costly mismatches and a clearer picture of who's actually the right fit, not just who interviews well. For teams, it means fewer misunderstandings, less friction, and stronger collaboration between people who think and work differently. 🔑

Here's the question worth asking: how much is a bad hire or a fractured actually costing you right now? 💭

If you've ever wondered why some employees click instantly while others take months to find their rhythm, or why certain hires didn't work out despite strong resumes, DISC can give you real answers. ✅

Used correctly, DISC is with no adverse impact, a smart addition to your process, not a replacement for it. ⚖️

📩 𝗖𝘂𝗿𝗶𝗼𝘂𝘀 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺'𝘀 𝗗𝗜𝗦𝗖 𝘀𝘁𝘆𝗹𝗲𝘀 𝗿𝗲𝘃𝗲𝗮𝗹? 𝗦𝗲𝗻𝗱 𝘂𝘀 𝗮 𝗺𝗲𝘀𝘀𝗮𝗴𝗲 𝗮𝗻𝗱 𝗹𝗲𝘁'𝘀 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗵𝗼𝘄 𝗗𝗜𝗦𝗖 𝗰𝗮𝗻 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻 𝘆𝗼𝘂𝗿 #𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗮𝗻𝗱 #𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁.

07/07/2026

𝗬𝗼𝘂𝗿 𝗶𝗻𝗽𝘂𝘁 𝗶𝘀 𝗮𝗽𝗽𝗿𝗲𝗰𝗶𝗮𝘁𝗲𝗱...

I'm collecting data on military veteran hiring outcomes. Help me understand what's actually working so we can continue to improve.🎖️

𝗟𝗮𝘀𝘁 𝘁𝗶𝗺𝗲 𝘆𝗼𝘂 𝗵𝗶𝗿𝗲𝗱 𝗮 𝘃𝗲𝘁𝗲𝗿𝗮𝗻, 𝘄𝗵𝗮𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝗲𝗱?

I'm asking because the data on veteran employment is strong:
📚 60% have college education or higher
📈 57% stay longer than the median 2.5-year tenure
❤️ 31% volunteer regularly

But I want to know what YOUR experience was.

𝗗𝗿𝗼𝗽 𝗮 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗮𝗻𝘀𝘄𝗲𝗿𝘀: 👇

1️⃣ When was your last military veteran hire?
2️⃣ How did that hire work out?
3️⃣ Are they still with your company? If yes, how long?
4️⃣ How smooth was their civilian transition?

𝗪𝗵𝘆 𝗜'𝗺 𝗮𝘀𝗸𝗶𝗻𝗴:
I'm tracking what's actually happening in organizations versus what the statistics say. Real hiring stories reveal gaps that data can't capture. 💡

If you've have a veteran on your team, your experience matters. Share it below. 🙌

If you haven't hired a veteran yet but want to, comment "𝗜𝗡𝗧𝗘𝗥𝗘𝗦𝗧𝗘𝗗" and I'll send you what I'm learning from other hiring managers. 💼

Thanks in advance!

06/23/2026

🎖️ 𝗩𝗘𝗧𝗘𝗥𝗔𝗡 𝗖𝗔𝗥𝗘𝗘𝗥 𝗧𝗥𝗔𝗡𝗦𝗜𝗧𝗜𝗢𝗡 𝗦𝗨𝗣𝗣𝗢𝗥𝗧

If you're a :

You don't need to navigate the civilian job market alone. As a SHRM Foundation Military Community Ambassador, I provide:
✅ Complimentary
✅ Free downloadable 𝗝𝗼𝗯 𝗦𝗲𝗮𝗿𝗰𝗵 𝗣𝗹𝗮𝘆𝗯𝗼𝗼𝗸: https://www.coach.petemitchell.com/vets-playbook
✅ Direct introduction to hiring organizations actively seeking veteran talent
No cost. No obligation.

Hiring managers:

Access top at no costs or fees. I connect organizations with qualified transitioning veterans who bring leadership, discipline, and mission-focused ex*****on.
My way of giving back 🫡

DM me "VETERAN" and let's explore the fit.

06/17/2026

🫡🎖️🫡🎖️

06/17/2026

🚨𝗧𝗵𝗲 𝗖𝘆𝗯𝗲𝗿 𝗷𝗼𝗯 𝗺𝗮𝗿𝗸𝗲𝘁 𝗶𝗻 𝟮𝟬𝟮𝟲 𝗶𝘀𝗻'𝘁 '𝗛𝗼𝘁' 𝗼𝗿 '𝗖𝗼𝗹𝗱.'...𝗜𝘁'𝘀 𝗯𝗼𝘁𝗵, 𝗮𝘁 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝘁𝗶𝗺𝗲, 𝗶𝗻 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗿𝗼𝗼𝗺𝘀.

𝗖𝘆𝗯𝗲𝗿𝗦𝗲𝗲𝗸 reports 514,000+ open cyber roles in the US. 𝗜𝗦𝗖𝟮 puts the global workforce gap at 4.8M. Yet over 91,000 tech workers have been laid off this year.

➡️ 𝗧𝗵𝗿𝗲𝗲 𝗶𝗻𝘀𝗶𝗱𝗲𝗿 𝗺𝗼𝘃𝗲𝘀:

𝟭. 𝗚𝗲𝘁 𝗳𝗶𝗻𝗱𝗮𝗯𝗹𝗲 𝗶𝗻 𝘁𝗵𝗲 "𝗛𝗶𝗱𝗱𝗲𝗻 𝗝𝗼𝗯 𝗠𝗮𝗿𝗸𝗲𝘁". Most cyber roles fill through relationships before they hit job boards. Take the time to evaluate your personal and extended network. Create a top 100 list and reach out to 2 to 5 contacts per day. Start getting on your network's radar.

𝟮. 𝗙𝗼𝗹𝗹𝗼𝘄 𝘁𝗵𝗲 𝗯𝘂𝗱𝗴𝗲𝘁, 𝗻𝗼𝘁 𝘁𝗵𝗲 𝗵𝗲𝗮𝗱𝗹𝗶𝗻𝗲𝘀. Federal hiring is volatile right now. But defense contractors still need cleared talent for active contracts. MSSPs (Managed Security Service Providers) are absorbing enterprise security work. Incident response, OT/ICS, and cloud security firms keep hiring.

𝟯. 𝗠𝗮𝗸𝗲 𝘆𝗼𝘂𝗿 𝗰𝗲𝗿𝘁𝘀 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝘆𝗼𝘂. Position every cert around what you did or plan to do with it. "CISSP" on a resume tells me you took a test. "CISSP, applied during a 2024 SOC 2 audit to redesign access reviews" tells me you can operate.

❗The 2026 market doesn't reward vague enthusiasm. It rewards specific, demonstrable competence.

❓Which room are you in?
Drop your situation in the comments and I'll point you to where I'd look first.

for cyber professionals navigating a bifurcated market.

05/29/2026

𝗔𝗜 𝗶𝘀 𝗳𝗹𝗼𝗼𝗱𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗵𝗶𝗿𝗶𝗻𝗴 𝗳𝘂𝗻𝗻𝗲𝗹. 𝗔𝗻𝗱 𝘆𝗼𝘂 𝗺𝗶𝗴𝗵𝘁 𝗻𝗼𝘁 𝗲𝘃𝗲𝗻 𝗿𝗲𝗮𝗹𝗶𝘇𝗲 𝗶𝘁.

Here's what's happening right now:

Candidates are using AI to:
✅ Generate custom cover letters in 30 seconds
✅ Tailor resumes to any job posting
✅ Create persona-matched applications at scale
✅ Submit 50+ applications before breakfast

Meanwhile, your hiring team is:
❌ Screening through junk AI-generated applications
❌ Trying to determine what's real vs. fabricated
❌ Spending hours on candidates who aren't actually qualified
❌ Getting frustrated and lowering standards

𝗧𝗵𝗲 𝘀𝗵𝗶𝗳𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴 𝗶𝗻 𝟮𝟬𝟮𝟲:

Companies are moving from "how do we automate more?" to "how do we automate WITHOUT flooding the funnel with junk?"

Translation: Strategic sourcing beats high-volume screening. Every. Single. Time.

𝗧𝗵𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗮𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳:
Are you trying to find the best candidate, or are you trying to find any candidate fast?

Because those require completely different strategies.

𝗖𝗼𝗺𝗺𝗲𝗻𝘁: Which challenge resonates most with your hiring process right now?

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+19498665778

Website

http://www.Coach.PeteMitchell.com/

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