Programs: The Six and The Six+

Friction point 1: No Direction

Your search is stuck before the search.

You may already be looking at roles, but you haven’t yet decided what you want the next chapter of work to do for you. Result 1 points you to one of two next things, depending on how much time you have. Both are inside The Six.

Inside The Six: the Phase 1 Sprint

Strategic Direction is the first phase of the map, and the Phase 1 Sprint is how you work it. It turns clues into criteria: the people, environment, work, pace, autonomy, compensation, growth, and other conditions that matter to you — and uses them to evaluate possible directions.

The goal isn’t simply to know yourself better. It’s to stop choosing the next job by title, familiarity, or availability and start choosing against a definition of fit you decided in advance.

You leave with:

• What the next role has to make possible, decided before you weigh a single posting.
• The roles, markets, companies, and criteria that follow from it.
• The compensation goals, values, and life criteria the rest of the search is measured against.

On its own: the One-Sentence Search Filter

If you need to get a search moving quickly, you may not have the luxury of doing the deeper design work first. The One-Sentence Search Filter helps you get specific enough about a viable target to act: what to look for, what to skip, and what the rest of your search needs to point toward. Once the immediate pressure is off, you can come back to the deeper work.

Workshop recording + template · [$0]

The sprint is the deeper work. The filter is the fast one, and it is also inside The Six.

Friction point 2: No Lane

You know what you want. Your search is still too wide.

Your search may still span several role families, levels, company types, or adjacent opportunities. Or you may know what you prefer but keep widening the target because narrowing it feels like closing doors. A lane is not a lifelong commitment. It’s a search decision.

Inside The Six: the One-Sentence Search Filter

Without a clear lane, every new opportunity asks you to decide all over again what you’re looking for — and your resume, outreach, and conversations can end up pointing in different directions. The One-Sentence Search Filter helps you decide what deserves your time, what doesn’t, what you want to be known for, and what other people should think of you for — then capture it in one sentence that steers the rest of your search.

You leave with:

• One sentence that says what you’re targeting and what you want to be known for.
• A clear line between what deserves your time and what to pass over.
• What the rest of your search needs to support, so the resume, outreach, and conversations point the same way.

On its own: the same workshop

The filter is also sold by itself, as a recording with the template.

Workshop recording + template · [$0]

On its own, the filter narrows the search. Inside The Six, the sentence it produces steers everything that follows: the positioning, the search plan, the conversations.

Friction point 3: No Value Prop

You know what you want. Your value isn’t coming through clearly and consistently.

The gap is translating the full value of your experience into a market position other people can understand quickly — and backing that position with enough evidence to make it credible. Strong positioning says it clearly, proves it fully, and says the same thing everywhere. When one of those breaks, the hiring side has to do too much interpretation.

Inside The Six: the Positioning Build

Market Positioning is the second phase of the map, and the Positioning Build is how you work it. It starts upstream: you identify the Core Mandates employers in your target lane need this person to deliver, match those mandates to the strongest evidence from your career, and build a Positioning Anchor around that overlap. Then you carry the same position through your resume, LinkedIn, letter or talking points, and introduction. Each piece does a different job, but they all make the same case.

You leave with:

• A Positioning Anchor: the overlap between what your target lane needs and the strongest evidence from your career.
• A resume, LinkedIn profile, letter or talking points, and introduction that all position the same person for the same work.
• A market position clear enough to say quickly, substantial enough to prove, and consistent everywhere someone encounters you.

There is no stand-alone piece for this one. [Jen to confirm.]

Friction point 4: No Interviews

Your positioning is working. Your search strategy isn’t.

A reactive search starts with whatever becomes visible: a posting appears, you decide whether it fits, you apply, and you wait. A strategic search starts with the market you want to enter and deliberately builds paths into it — through target companies, people, organizations, market signals, and other sources of insight and access. Job postings become one channel inside a larger plan rather than the plan itself.

Inside The Six: Search Execution

Search Execution is the third phase of the map. It turns the strategy into focused action, so conversations, outreach, interviews, follow-up, offers, and decisions work together instead of feeling disconnected. Beyond Job Boards is the first move in it: you turn your target into a practical Search Map, prioritize the strongest paths, and choose five specific moves to make right away.

You leave with:

• A Search Map: the people, organizations, market signals, and other paths that could create insight, access, or momentum.
• The strongest paths, prioritized, and five specific moves to make right away.
• Job boards as one channel in the search rather than the search itself.

On its own: Beyond Job Boards

The goal isn’t to “network more” or abandon job boards. It’s to stop asking job boards to carry the whole search.

Live workshop · [$0]

Not searching yet? Same place. Build the way in before the first application goes out, rather than defaulting to find a posting, apply, and wait.

Friction point 5: No Offers

You’re getting serious interest. It isn’t turning into the right offer.

The upstream search is working: you’re getting into real interviews. The friction is at the final stage — either those interviews aren’t converting, or the offers reaching you aren’t strong enough to make the move worthwhile. At this level, the hiring team is deciding whether they trust you with the priorities, problems, decisions, people, and stakes of this role.

Inside The Six+: one-to-one work with Jen

When serious interest isn’t converting into the offer you want, the work needs to get specific: this opportunity, this hiring team, what they most need from the person they hire, what they need to believe about you, and which evidence will make that case most convincingly.

In The Six+, you work the opportunities actually in front of you with Jen: prepare for the interviews, sharpen the proof you need to make visible, practice the harder conversations, debrief what happened, and adjust between rounds. If offers are coming but aren’t compelling enough, evaluation, leverage, and negotiation too.

You don’t need to rebuild the search. You need to turn the serious interest you’re already generating into an offer you actually want.

Inside The Six, the interview workshops cover the pattern. The Six+ is for working the live opportunity, round by round. [Stand-alone interview workshop: Jen to name it, if one stands alone.]

Friction point 6: No Problem

Nothing is broken.

There is nothing here to buy, by design. Your search is working; it just hasn’t finished yet, or it’s too new to call, or it’s ready to start. What you may need most is time — and the discipline not to keep fixing a search that is already working. Don’t confuse not done yet with not working.

Set a review date four to six weeks out. Until then, keep running the search rather than re-diagnosing it. If, by then, the signals have materially changed (the right conversations stop happening, real interviews dry up, the same interview-stage problem starts repeating, or the only offers reaching you consistently miss the mark), come back to the assessment and see where the friction is now.