Phase 1: Strategic Positioning (Months 1-3)
The Role Evolution Analysis: 1. Map current skills/experience 2. Research target role requirements 3. Identify gaps and bridges 4. Build transition narrative 5. Update positioning
Rebecca's Positioning Pivot: - From: "Marketing Director - Retail" - To: "Growth Marketing Executive - Digital Transformation" - Bridge: Led company's e-commerce transition - Proof: 200% online revenue growth - Target: High-growth tech companies
The Skill Bridge Strategy:
| Current Skill | Target Need | Bridge Action | |---------------|-------------|---------------| | Traditional Marketing | Digital Marketing | Google/Facebook certifications | | Retail Experience | SaaS Knowledge | SaaS marketing course | | Team Management | Growth Leadership | Growth marketing community | | Brand Building | Performance Marketing | Run paid campaigns |
The Network Activation: - Update LinkedIn for target role - Join industry-specific communities - Attend virtual/live events - Build relationships before needing them - Create value for others first
Phase 2: Opportunity Generation (Months 3-5)
The Multi-Channel Approach:
Channel 1: Network Activation (40% of opportunities) - Inform trusted contacts of goals - Coffee chats with target companies - Ask for introductions, not jobs - Provide value in every interaction
Channel 2: Strategic Applications (30%) - Quality over quantity - Customize every application - Follow up with hiring managers - Apply to stretch roles
Channel 3: Recruiter Relationships (20%) - Build relationships with 5-7 specialists - Be specific about targets - Provide regular updates - Refer other candidates
Channel 4: Direct Outreach (10%) - Research target companies deeply - Identify specific pain points - Reach out with value proposition - Propose exploratory conversations
Rebecca's Opportunity Funnel: - Month 1: 5 conversations → 0 interviews - Month 2: 15 conversations → 3 interviews - Month 3: 25 conversations → 8 interviews - Month 4: 10 conversations → 5 final rounds - Month 5: 3 offers received
Phase 3: Interview Optimization (Ongoing)
The STAR+ Interview Framework:
Traditional STAR + Business Impact + Transition Relevance
Example: - Situation: "Retail company facing digital disruption" - Task: "Lead digital transformation while maintaining store revenue" - Action: "Built omnichannel strategy, trained team, implemented tech stack" - Result: "200% digital growth, 15% total revenue increase" - +Impact: "Saved 50 retail jobs, improved margins 8%" - +Relevance: "Directly applicable to your D2C expansion plans"
The Transition Narrative:
"While I've thrived in retail marketing for 8 years, I've become passionate about digital transformation through leading our e-commerce expansion. My blend of traditional marketing fundamentals and digital execution, combined with my experience managing change, positions me uniquely to help growth-stage companies scale efficiently."
The Compensation Conversation: - Research target role ranges extensively - Anchor high based on target, not current - Focus on value, not past compensation - Never reveal current salary if possible - If pressed: "I'm targeting roles in the $X-Y range based on market research"
Phase 4: Transition Execution (Month 6+)
The Graceful Exit: - Give appropriate notice (2-4 weeks) - Document everything thoroughly - Train replacement if possible - Maintain relationships - Leave doors open
The Fast Start Strategy:
First 30 Days: - Learn the business deeply - Meet all key stakeholders - Identify quick wins - Build internal network - Understand success metrics
First 60 Days: - Deliver first quick win - Propose strategic initiative - Build team relationships - Establish work rhythm - Gather feedback actively
First 90 Days: - Complete major milestone - Present 90-day plan - Secure early advocates - Demonstrate value clearly - Position for next level