The Day Everything Changed

I’ll never forget the day I got fired from my six-figure job as an attorney.

 It was a gut punch. My career, something I had spent years building, was suddenly gone. Who was I without the title, the income, or the prestige? 

If you’ve ever faced rejection, uncertainty, or the feeling that you’re not enough, you know what I mean.

In the months that followed, I didn’t have all the answers, but I made a commitment to figure out who I wanted to be and what I wanted my career to look like.

 That decision changed everything.

Finding My Purpose

 Through trial and error, I discovered career coaching. I started helping others navigate their careers, drawing on my experience as an employment attorney. Eventually, I earned a role as Director of Career Services at a law school.

 At first, it felt like a lateral move. But the more I leaned into my passion for empowering people to own their careers, the more it became clear: this work was my zone of genius.

 During this time, I became increasingly drawn to Diversity & Inclusion. I saw how systemic barriers held people back, and I wanted to be part of the solution. My legal background gave me unique insights into workplace equity, and my coaching role helped me understand how to amplify voices. 

It felt like the perfect fit—except I couldn’t land a role in the field. 

The Three-Year Struggle

 For three years, I applied for every D&I role I could find. I had the passion, the skills, and the drive, but I kept hearing no.

 Looking back, I know why:

 1. I didn’t know how to pitch myself as the solution to the hiring manager’s three biggest pain points:

•  Are you likable?
•  Are you competent?
•  Are you the right fit for the organization?

 2. I didn’t have a strong career network to advocate for me.

 3. My interview style wasn’t hitting the mark. I focused on my experiences instead of framing them as solutions to the employer’s problems.

The truth? I didn’t know how to tell a compelling story about why I was the best candidate.

The Advice That Changed Everything

 During this time, I reached out to a Chief Diversity Officer at a top tech company. They agreed to mentor me and, in one conversation, gave me the feedback that turned everything around:

“Your interviews are too focused on you. You’re talking about your accomplishments, but you’re not showing hiring managers how those accomplishments solve their problems. And you’re not tying them into a bigger, compelling story about why you’re the person they need.”

 That conversation changed everything.

 I started practicing storytelling. I framed my achievements around outcomes the employer wanted. And I created narratives that connected my skills and experiences to their biggest challenges.

Breaking Through

 I also got intentional about building my career network.

 I created what I now call a Personal Board of Directors. These are the people who guide, challenge, and advocate for you at every step of your career.

 My board included:

•  A Mentor: Someone who had succeeded in D&I and could offer advice.
•  A Sponsor: Someone in the industry who could vouch for me.
•  A Truth-Teller: Someone who gave me constructive feedback—even when it stung.
•  A Peer Ally: Someone in a similar stage of their career who helped me strategize and stay motivated.
•  A Visionary: Someone who pushed me to dream big and think beyond my current goals.

With their support and my newfound clarity, I finally landed my first D&I role.

From that moment on, everything shifted. Every role I’ve had since has come through referrals, and I’ve built a career that aligns with my purpose.

What Are the Biggest Employer Pain Points?

Employers’ biggest pain points are rooted in what they really need the role to solve. While a job posting provides a general overview, the true challenges might not be explicitly stated. Let’s dive into how to uncover and address these pain points in your job search and interviews.

Employers hire to solve problems. Their biggest pain points typically fall into three categories:

 1. Efficiency: What’s broken, inefficient, or taking too much time?

    Example: A company might need someone to streamline processes, automate tasks, or reduce costs.

 2. Growth: How can this role help us expand, innovate, or hit revenue goals?

Example: They may need someone to develop new strategies, capture new markets, or improve customer experience.

 3. Risk Mitigation: What’s keeping the company or leadership up at night?

Example: They’re likely looking for someone to avoid legal, financial, or operational risks.

 How to Find the Real Pain Points in a Job Posting

 The job posting is your first clue to what’s broken or missing. Follow this formula to uncover the real needs:

 1. Look Beyond the Bullet Points: Pay attention to phrases like:

•  “We’re looking for someone who can take ownership…” (indicates they lack leadership or accountability in this area).
•  “Must be able to work cross-functionally…” (signals silos or communication breakdowns).
•  “Experience with [specific software or skill] required…” (suggests inefficiencies or gaps in expertise).

 2. Read Between the Lines:

•  Look for repeated themes in the job description, such as “streamline,” “innovate,” or “lead.” These hint at what’s missing.
•  If a role mentions tight deadlines, the pain point may be workflow inefficiencies or understaffing.

 3. Research the Company:

 • Check reviews on Glassdoor, LinkedIn, and news articles. What are people saying about their challenges?

 • Look up leadership interviews or company press releases. Are they struggling with market competition, innovation, or growth?

How to Solve for Pain Points in an Interview

Now that you’ve identified the pain points, your job is to pitch yourself as the solution. Use this formula:

 The Employer Pain Point Pitch Formula

 1. Identify the Problem

•  During your research, find the root issue the company is trying to address. If you’re unsure, ask during the interview:
•  “What’s the biggest challenge this role is intended to solve?”

 2. Connect Your Skills to the Problem

•  Highlight how your past experience directly solves their issue:
•  “At my previous company, I streamlined our project management process, cutting lead times by 30%—a solution I can adapt here to improve efficiency.”

 3. Share a Story

•  Use a STAR method story (Situation, Task, Action, Result) to demonstrate how you’ve solved a similar challenge:
•  “When our team faced X challenge, I [specific action you took], which resulted in [quantifiable result]. I can bring that same approach to solving Y for your team.”

 4. Show Long-Term Thinking

 • Employers want to know you’re not just fixing today’s problem—you’re preventing future ones. Explain how your approach creates sustainable solutions:

 • “Not only did I solve X problem, but I implemented systems that ensured similar issues didn’t happen again.”

Tips for Distilling the Job Post

 1. Highlight Repeated Words or Themes: Circle keywords like “leadership,” “collaboration,” or “efficiency.” These signal what’s critical to the role.

 2. Focus on the First and Last Sections: The first section of a job post often outlines the core problem. The last section may outline “preferred qualifications,” which hint at additional challenges.

 3. Compare to Similar Job Postings: Search for similar roles across other companies. What’s different? The unique details often point to specific pain points the company is experiencing. 

How to Practice Pitching

Use this formula to practice:

 1. “From my research, I understand that one of the key challenges in this role is [insert pain point].”

 2. “In my last role, I tackled a similar issue by [specific action you took].”

 3. “This resulted in [quantifiable result], and I believe I can bring this approach here to help [specific company goal].”

 Example:

“I understand this role involves improving team collaboration to meet tight project deadlines. At my last company, I implemented a project management tool and trained the team on best practices, reducing late project submissions by 25%. I can use that same expertise to improve efficiency here.”

By focusing on what’s truly broken—and positioning yourself as the solution—you’ll stand out as a strategic hire, not just another applicant.

The Lessons I Learned the Hard Way

 Getting fired didn’t just force me to rethink my career—it forced me to rebuild my confidence and learn how to navigate systems I wasn’t taught to navigate.

 Here’s what I wish someone had told me sooner:

 1. Being good at your job isn’t enough   You have to show how your work connects to leadership goals and outcomes.

 2. Relationships are everything. - Networking isn’t just about who you know—it’s about who knows you and is willing to speak up for you in the right rooms.

 3. Your story matters. - Storytelling isn’t fluff; it’s strategy. A compelling narrative can set you apart from every other candidate.

 4. You need a plan.

Career success doesn’t just happen. Whether you’re pivoting careers or leveling up, you need a roadmap to get there.

How to Build Your Own Personal Board of Directors 

One of the most valuable tools in my career has been my Personal Board of Directors. These are the people who challenge, guide, and hold me accountable.

Here’s how to create your board:

•  The Mentor: Find someone who’s done what you’re trying to do and can share insights.
• The Sponsor: Build relationships with people who have influence and can advocate for you.
•  The Truth-Teller: Identify someone who will give you honest feedback, even when it’s uncomfortable.
• The Peer Ally: Connect with someone who’s in the trenches with you. They’ll keep you grounded and motivated.
• The Visionary: Surround yourself with people who help you think beyond your current reality. 

Your board isn’t just there for advice—they’re there to hold you accountable, help you refine your goals, and keep you focused.

Rewriting the Rules 

If you’ve been struggling with rejection, career pivots, or the frustration of being overlooked, know this: You have the power to rewrite your career story.

Getting fired was one of the hardest moments of my life. But it forced me to get clear about who I am, what I want, and how to design a career that aligns with my purpose.

No matter where you are in your journey, you can do the same.

It starts with clarity. It grows with strategy. And it’s built on relationships.

You don’t have to navigate this alone. The tools and strategies I’ve used to transform my career are available to you, too.

Your career is yours to design, on your terms.

Let’s make it happen.