It’s one of the most frustrating things we see – CONSTANTLY – with clients.

You get excited about a pivot or new career path.

You fight the internal resistance to “get out there” and start pursuing it…

And then you get hit with it: feedback.

“You can’t shift industries at your age!”

“But you need experience in this field for them to consider you.”

“I’m sure you can do the job, but you don’t fit the qualifications on paper.”


Like Mike Tyson says, “Everyone has a plan until they get hit in the face.”

Here’s the problem (better put, the GOOD NEWS).

All feedback isn’t created equally.

As we share in this video, we largely get feedback from three places:

1) Colleagues/friends
2) Recruiters/headhunters
3) Decision makers

In the video above, we take you through each feedback source and explain how to determine what to listen to – and what to throw out.

SPOILER ALERT: most feedback is unqualified.

So, before you take someone’s feedback and treat it like a punch in the face from The Champ (knees buckling and falling to the floor)…

Consider the source, give it some perspective and, most importantly…

Only focus on the QUALIFIED feedback.


Kevin Kermes: Hey guys, it’s Kevin Kermes and Olivia Gamber, back, from Career Attraction. We want to talk about feedback, which is something that we hear from clients, a lot, in terms of things they’re looking for. Here’s the problem with feedback. Most of it isn’t qualified. Let’s talk about that first part, getting qualified feedback.

Olivia Gamber: I think one of the problems is people look for feedback in the wrong places. One of the things you really want to look for is someone who has done exactly what it is you want to do, and that means they have pivoted from industry A to B, whatever it may be. That’s where you need to be getting the qualified advice.

Kevin Kermes: 2 other areas are recruiters and decision-makers, so the people that you’ll ultimately work for. I’ll talk about recruiters, having been a headhunter for more than a decade. Feedback that you get from recruiters is through the lens of what they can do and what they can accomplish, and the relationship they have with the company that’s hiring. What I mean by that is they may have certain things that an organization is willing to pay their 20%, 25%, 30% or higher fee for, that keep them from being able to get you in or make that opportunity viable for you. If you approach an organization on your own, if you leverage a relationship on your own, you could possibly get in there. Then, there are decision-makers.

Olivia Gamber: There’s really 2 types of decision-makers and especially this, becomes really important if you’re trying to pivot into a new industry, that you don’t have as much experience in. There’s the Hiring Manager that has already made up their mind, they want a very specific experience prototype, or profile of a person. Then, you’ve got the other leader, who’s more focused on outcomes and they want the best athlete that can deliver against those outcomes. If you end up talking to one of the later, the first one, where they’re just looking for … They’ve made up their mind of exactly what they want and they tell you, “This isn’t a fit,” it’s not that you aren’t a good fit, it’s just for them, at that point in time. It takes understanding what they’re looking for, and not trying to force yourself, a square peg, into a round hole.

Kevin Kermes: If you found this helpful, share it with somebody else that you think might benefit from it, and we’ll have more coming to you really soon. Thanks guys.

Olivia Gamber: Thank you.