FAQs
- What should the customer know about your pricing (e.g., discounts, fees)?
Pricing is based on scope and level of engagement, not hourly work. Most clients fall into one of three clearly defined service tiers, depending on whether they’re looking for a diagnostic review, full executive ATS optimization, or comprehensive career positioning. Because this work is highly customized and time-intensive, discounts are not typically offered. The focus is on delivering measurable value through a structured, data-driven process rather than volume-based or template-driven work. There are no hidden fees. Pricing is discussed and agreed upon in advance, and any optional add-ons are clearly outlined before work begins. Payment is collected up front so the engagement can proceed without interruption.
- What is your typical process for working with a new customer?
The process is structured and transparent from the start. We begin with an intake of the current resume and relevant background information, including target roles and timing. From there, we establish a baseline ATS score and identify the specific factors limiting performance or clarity. Next, the resume is broken down into individual data facets—such as titles, experience, leadership scope, metrics, and keywords—and each facet is optimized using ATS-safe best practices and role-specific normalization. Throughout the process, the focus is on accuracy, executive-level positioning, and alignment with how modern hiring systems evaluate candidates. The engagement concludes with delivery of the optimized resume and a post-optimization ATS score, providing clear before-and-after visibility into the results. Most engagements are completed within 10–14 days, depending on scope and responsiveness.
- What education and/or training do you have that relates to your work?
My background combines formal education with hands-on experience in technical leadership, systems engineering, and enterprise hiring environments. I’ve worked extensively with Applicant Tracking Systems and recruiter screening workflows, evaluating resumes for keyword alignment, title normalization, structure, and signal clarity. In addition to formal education, my training comes from years of operating in cloud, cybersecurity, and regulated environments, where resumes are assessed using structured criteria and automated scoring systems. This technical exposure informs how I break resumes down into data facets and optimize them for ATS performance without compromising accuracy or intent. The approach I use today is rooted in practical, system-level understanding of how hiring platforms ingest, score, and rank candidate data.