A Proven Job Search System That Helped Many Talent

Below is what they wanted to share to other senior professionals, who are still hesitating for asking for help.

Client Testimonials

I had been job seeking for a few months when I reached out to Fred and signed up for his “Dream Job” plan. Drawing on his extensive tech recruitment experience, he provided tailored pointers based on my profile, background and aspirations.
Fred helped revamp my resume and LinkedIn profile by highlighting my strengths and enhancing their attractiveness for potential employers. He also reviewed my design portfolio, offering insights into how in-house recruiters might perceive it. Additionally, Fred counselled me on how to navigate the market and helped me prepare for interviews. Throughout the interview process, he provided ample support and guidance and assisted me with communications at the offer stage. I managed to get two offers at the same time and I chose the one more aligned with my values.

Working with Frederic was a game-changer for me! His personalized guidance and insightful strategies helped me not only secure a new job but also navigate a successful career transition. In 6 weeks working together, I got 2x more job interviews than in 6 months while searching for a job by myself. Highly recommended!

Frederic is an amazing, skilled and high EQ career coach. Highly recommended for anyone looking to “level up!”

Fred provided a thoroughly professional and extensive service, which helped to teach me new job hunting strategies as well as refreshing my profile and resume. His insight was incredibly valuable and he was always considerate, attentive, and courteous. I can’t recommend him enough!

Fred is a very positive individual, which makes him a great coach! At the same time, he’s designed a very structured approach to career coaching and management.

With his enthusiastic and contagious attitude, he helped me re-shape how I present myself in my CV and in my professional networks.
Working with him also helped change my views and update my notion of how modern day hiring is evolving. If you are looking for the best way to present yourself at any point of your career, Fred will be invaluable in your efforts.

I can’t thank Frederic enough for his support & energy. His expertise within the Tech space, his new approach on job hunting & positive encouragement, helped me secure a new job that aligns perfectly with my goals. I loved his 6 steps job search system that relies on value and internal referrals. I am now more confident in myself and I know I will find a job soon. Truly grateful for the positive impact on my job search!

Fred’s encouragement and support were really good during a tough job market. He was approachable and generous with his advice, and I truly felt like he was part of my team and invested in my goals. After 2 weeks, I immediately saw the results with many more job interviews and landed an offer after 4 weeks. I highly recommend Fred’s expertise to anyone navigating the challenging job search process!

Working with Frederic has been a truly transformative experience. The personal growth I’ve achieved through his coaching has been invaluable. He not only helped me build the confidence to reach out and put myself out there, but also personally introduced me to people on LinkedIn and helped me connect with the right professionals in my industry.

Through practical exercises like crafting my personal pitch and deep retrospection about my career, I’ve gained a much clearer sense of what roles align with my strengths and aspirations, and which ones to avoid. These activities gave me a new perspective and clarity on my career direction.

Fred doesn’t just offer advice—he empowers you to understand yourself better and approach your career with renewed confidence and purpose. I’m grateful for his support and highly recommend him to anyone looking to grow both professionally and personally.

I highly recommend Frederic as a friend, philosopher, and guide for those seeking clarity or a recalibration of their career goals. As a career coach, Frederic possesses a remarkable blend of emotional intelligence, intellectual acumen, and the right temperament to deliver tangible results. The impact of his mentorship is both swift and palpable. Frederic is extremely Knowledgeable, Dedicated, Sincere, Approachable, Honest, Competent, and Result-oriented. However, it is his ‘human touch’ and his ability to ‘connect’ with his clients in a sincere and meaningful manner and offer bespoke solutions that truly sets him apart. I wish him the very best in his future endeavors.

I worked with Frederic in 2024 in helping me navigate a major job change. Frederic’s guidance was both strategic and practical—he helped me refine my personal brand, strengthen my CV and interview skills, and approach opportunities with clarity and confidence. His thoughtful questions and assessments challenged me to think deeper on my goals and his encouragement kept me focused and motivated through moments of doubt. His thoughtful coaching style, combined with his wealth of knowledge across industries, made each session both insightful and motivating.

Thanks to Frederic, I successfully transitioned into a new role that aligned with my goals. I definitely recommend Frederic to anyone navigating a career transition or seeking clarity in their professional path.

Client Case Studies

Daniel, VP Engineering (Payments)

Eight months. 140 applications. Zero callbacks.
That was Daniel before we started.
Sixteen years building payment infrastructure across Singapore and Jakarta. Managing a team of 40. Systems processing billions in transactions.
And his inbox was dead silent.
He was doing it all the old way: ▸ Refreshing job boards at midnight ▸ Rewriting the same CV for the hundredth time ▸ Waiting on recruiters who never replied.
Here's where Daniel landed, 11 weeks later: ▸ 4 first round interviews in 3 weeks ▸ 2 final stage offers ▸ A VP Engineering seat at a Series C fintech ▸ 31% more total comp, roughly S$95k a year.
What actually changed?
We stopped treating him like a job seeker and started positioning him as the expert he already was.
We rebuilt his LinkedIn so hiring leaders found him before roles went live. We mapped 30 target companies and the exact people who do the hiring. Then he sent value first, straight to those decision makers.
The interviews came to him.

Priya, Head of Product (B2B SaaS)

Same title for 6 years. Same salary band. Same Sunday night dread.
Priya wasn't failing. That was the problem. She was too good at her job to leave it, and too buried in it to look after her own career.
Before we started: ▸ A LinkedIn profile that read like a job description ▸ Under 1,200 followers, none of them hiring her next boss ▸ A quiet belief that "the right role will eventually find me".
It wasn't finding her.
Nine weeks in, here's her reality: ▸ 6 to 8 inbound messages a month from founders and recruiters ▸ 3 conversations that turned into real interviews ▸ A Head of Product role at a scaling healthtech company ▸ 24% salary increase and a clear path to VP.
What changed?
We turned her experience into a point of view. She started posting twice a week on the product decisions she'd actually made — not theory, real calls with real tradeoffs. Hiring executives noticed.
We mapped her tier 1 companies and the leaders inside them, and she opened warm conversations instead of cold applications.

Marcus, Director of Data

"Recruiters keep boxing me into roles I did 8 years ago."
That was Marcus's first message to me.
Fifteen years in data. He'd moved from analytics into ML platforms into building the whole data org. But the market still saw him as "the dashboards guy."
His pain was specific: ▸ Every recruiter pitched him sideways moves, never up ▸ His positioning was so broad it said nothing ▸ He was applying to roles a level below where he belonged.
Twelve weeks later: ▸ 5 interviews, every one at Director level or above ▸ An offer as Head of Data at a regional marketplace ▸ 28% more comp, plus equity he'd never had before ▸ Two inbound DMs a week from companies he'd never applied to.
What changed?
We picked a lane. One primary role, one secondary, and a single sentence that made his value obvious in 7 words. We rewrote his profile around the outcomes he drove, not the tools he used.
Then he stopped waiting for recruiters to define him and started defining himself in public.

Hassan, Head of Engineering (laid off)

Getting laid off three weeks before your second child arrives does something to a person.
Hassan applied to over 180 roles in a month. Desperate, scattered, exhausted. He nearly took a job two levels below him just to stop the bleeding. I know that feeling. I lived it in 2021.
Where he was: ▸ Panic applying to anything that moved ▸ A CV that listed tasks instead of impact ▸ Reaching out to everyone, landing with no one We slowed down before we sped up.
Where he is now, 10 weeks later: ▸ 3 interviews in his first 2 weeks of doing it properly ▸ A Head of Engineering role at a logistics scaleup ▸ 26% above his previous salary ▸ A network of hiring managers who now know his name.
What changed?
We rebuilt his story around six career moments that proved his impact, then put those proof points everywhere: profile, outreach, interviews. We focused his energy on 30 companies instead of the entire internet.
Volume wasn't his problem. Direction was.

Lena, CPO (B2C)

Three job offers in hand. All three wrong.
Lena didn't have a job problem. She had a positioning problem dressed up as a luck problem.
Every offer was for a company fixing a mess, hiring her to clean up, undervaluing the strategist she actually was.
Before: ▸ Saying yes to whoever asked, because asking felt rare ▸ A brand that attracted turnaround roles she didn't want ▸ A nagging sense she was settling, again. Eleven weeks later: ▸ Inbound interest from companies that matched her values, not just her resume ▸ A CPO role at a Series B she genuinely wanted ▸ 30%+ total comp increase and a board observer seat ▸ A waitlist of founders wanting to talk to her.
What changed?
We got specific about the kind of company she wanted to attract, then engineered her content and profile to pull those people in and quietly repel the rest.
The wrong opportunities stopped. The right ones started.
When you attract everything, you attract the wrong things. Magnetism needs a point of view.
The goal was never just another offer. It was the option to say no to the wrong ones.

Arjun, VP Revenue (APAC)

A $40M sales record, and a LinkedIn profile that read like a 2015 resume.
Arjun closed enormous deals across India and Southeast Asia. Inside his company he was a legend. Outside it, he was a ghost.
His situation: ▸ Big results, invisible to anyone who hadn't worked with him ▸ Zero presence on the platform where his next CRO would find him ▸ Convinced that "posting on LinkedIn isn't for serious people".
It is now, for him.
Ten weeks later: ▸ 4 conversations with companies expanding into APAC ▸ A VP Revenue offer with a clear CRO runway ▸ 27% increase in base, plus a stronger commission structure ▸ Steady inbound from founders building regional teams.
What changed?
We turned his deals into stories, the lost ones too, because those build more trust than the wins. He started sharing how revenue actually gets built in this region, and the right people leaned in.
Results that live only inside your company don't compound. Results you can show do.
You spent years earning the credibility. Let's make sure the market can see it.
If your best work is locked behind an NDA and a quiet LinkedIn, you're leaving leverage on the table.

Wei, Senior Engineering Manager → Director Engineering

Passed over for Director twice. Not for lack of skill.
Wei led the highest performing team in his org. He just had no profile beyond it. When the Director role opened, leadership "couldn't quite see him at that level."
That's not a competence gap. It's a "visibility gap".
Before: ▸ Excellent on the inside, unknown on the outside ▸ No external proof of leadership thinking ▸ Watching peers with louder profiles get promoted past him.
Nine weeks later: ▸ A Director of Engineering offer, at a different company that could see him clearly ▸ 25% more comp and a team twice the size ▸ His old company suddenly counter offering (he declined) ▸ Recruiters now reaching out monthly
What changed?
We built his external reputation on purpose. He wrote about how he develops engineers and makes technical bets. Within weeks, hiring managers were treating him as the Director he already was.
Sometimes the fastest way up isn't waiting for your company to notice you. It's building proof they can't ignore and that travels.
The title you want already lives in how you think. We just made it visible.
If you keep getting overlooked by people who should know better, let's make your case impossible to miss.

Sofia, Head of Growth (eCommerce)

She'd taken two companies past $10M ARR. Nobody outside those walls knew her name.
Sofia was the engine behind growth others took credit for in public. When she decided to move, she realized her market reputation didn't match her actual track record.
Before: ▸ A decade of results, almost no external footprint ▸ A profile that undersold every single thing she'd done ▸ The quiet fear that she'd have to start her reputation from zero
Twelve weeks later: ▸ 5 inbound conversations, including two she didn't apply for ▸ A Head of Growth role at a venture backed startup ▸ 29% salary increase and meaningful equity ▸ Two podcast invitations and an advisory offer
What changed?
We translated her wins into a clear narrative and put it where founders look. She shared the unglamorous truth about what actually drives growth, and the right founders recognized exactly what they were missing.
Your reputation shouldn't depend on who you happened to work with remembering you. Build it so it works for you while you sleep.
You did the hard part already. Now let's make the world catch up.
If your results are a decade deep and your visibility is an inch wide, that's the whole opportunity.

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