There was an executive named Linda, who had built a remarkable career over the past 25 years. As the VP of Operations for a large healthcare organization, she had always been respected for her expertise, leadership, and ability to navigate complex challenges. But when her company was acquired and her role was eliminated, Linda found herself in an unfamiliar position—the job market.
For the first time in over two decades, Linda had to actively search for a job. The world of job hunting had changed drastically since she’d last been in it.
No longer were positions filled through personal connections or headhunters alone—now there were job boards, LinkedIn, and a world of automated screening systems she didn’t understand.
Worse, Linda began to feel that her years of experience, which she had always thought of as an asset, were now being viewed through a lens of age bias. Weeks turned into months as she sent out resume after resume with little to no response. In the few interviews she did land, she sensed hesitation from hiring managers who questioned whether she could adapt to fast-paced environments or thrive in tech-driven industries. Linda, a natural problem solver, felt increasingly frustrated and unsure of her next step.
One day, a former colleague introduced her to ExecuNet, suggesting she connect with a career strategist who specialized in senior-level transitions. Reluctantly, Linda reached out, and that’s when she met Robert, a seasoned strategist with deep experience in helping executives navigate challenging job searches. Robert immediately saw the potential in Linda’s experience, but he also knew her approach needed a fresh perspective. He started by addressing her biggest challenge—age bias. Together, they worked on Linda’s resume, making subtle but impactful changes. They focused on her recent accomplishments, positioning her as someone who wasn’t just experienced, but who had continuously evolved with the industry.
Robert also helped her incorporate keywords that hiring systems would recognize, ensuring her resume didn’t get lost in the digital abyss. Next, they revamped Linda’s LinkedIn profile, showcasing her as a modern leader who embraced innovation, collaboration, and continuous learning. Robert emphasized the importance of building her network, not just applying to jobs. They created a targeted outreach plan to connect with decision-makers at companies that matched her values and strengths.
Robert also coached Linda on how to address age-related concerns during interviews. Instead of being defensive, she learned to proactively highlight how her deep industry knowledge allowed her to quickly adapt to new technologies and trends. She practiced responses to potential objections, reframing her experience as an advantage rather than a liability. Slowly but surely, the momentum shifted. Linda’s newly refined resume and online presence attracted interest from companies she hadn’t considered before.
The networking approach Robert taught her opened doors to conversations with leaders who valued her experience and weren’t intimidated by her age. After several rounds of interviews, within a few short months Linda received an offer for a senior leadership position with a cutting-edge healthcare technology company that valued her expertise and saw her as a critical asset to their growth strategy. What had once seemed like an insurmountable challenge turned into a transformative experience for Linda.
With the right strategy and guidance from ExecuNet, she not only found a new role but also rediscovered her confidence and ability to thrive in a modern job market.
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