Secrets of a CRA Recruiter

You survived your first 90 days. The onboarding fog has lifted, your name is in the team chat, and you finally know where the coffee lives. So… is it too early to focus on career progression?Have you ever wondered why some people quietly climb while others stay stuck in “doing fine”? What if doing your job well isn’t actually the thing that gets you promoted? And here is a harder question: when was the last time you asked your manager what “excellent” looks like in your current role?In this week’s craresources Team Roundtable, we dig into career progression for professionals who are past the proving phase and ready for what comes next. But we aren’t handing out the recycled advice you have heard a hundred times before.Instead, we dig into some topics that will help you keep moving forward.Are progression and promotion the same thing? (Spoiler: they aren’t.)What does it mean to operate at the next level before you have the title?Why are vague answers from your manager actually your responsibility to fix?What is your internal brand saying about you when you aren’t in the room?How do you build visibility without becoming the office self-promoter no one trusts?We also tackle the question most professionals cannot answer when their manager asks it directly: What do you actually want to be promoted into?If you have been quietly waiting to be “noticed,” this episode will challenge you. And if you love your current role and don’t want a title change, stay with us anyway, because career progression isn’t only about climbing.Sometimes it is about deepening.Listen to the full Team Roundtable episode…if you are already considering progression, we can help.craresources

The first 90 days in a new job are important, and today we are going to discuss the ‘ownership’ phase…which usually happens between days 60 and 90.This phase happens once you have learned the basics. You have found your footing. And hopefully, you have stopped feeling like the brand-new person in the room.The next question should be: what now?How do you move from simply doing the job to shaping your role in a way that supports your future?When do you speak up? And how do you do it without sounding like you are trying too hard?How do you show initiative in the new job without stepping on anyone’s toes?And how do you make sure the work you are doing now is building toward the career you actually want?In this second part of our roundtable on the first 90 days of a new job (listen to part 1 here), our team digs deeply into that next phase. We talk about ownership, visibility, and the quiet confidence that comes from understanding your value and knowing how to communicate it. We also talk about the trickiest parts of starting strong: learning to advocate for yourself while remaining thoughtful, curious, and collaborative.This conversation isn’t about having all the answers on day one. It is about learning how to ask better questions. It is also about noticing what isn’t working. And lastly, it is about how to position yourself as someone who isn’t just getting through the job…but growing through it.craresources

Are You Settling In or Setting Yourself Up?Starting a new job can feel exciting, a little intimidating, and if we are being honest, a bit like you are trying not to trip in front of everybody. You have the laptop, the logins, the introductions, and the strong desire to do a good job. But somewhere between being “the new person” and trying to prove yourself, a lot of professionals slip into a dangerous little habit called settling in during their first 90 days in a new role.That is exactly what we unpack in the first part of our roundtable conversation, outlining an effective 30-60-90 day onboarding plan.In this discussion, our recruitment team talks candidly about why the first 90 days in a new role matter so much, and why being too quiet or too busy can work against you faster than you might think. We explore what hiring managers are really watching for, why silence can raise questions, and how the early days of a new job are not just about proving that you got the offer, but showing you are ready to grow into the role.The conversation also gets into the importance of asking questions, learning the culture, and understanding how a company really works before assuming you already know the playbook. Because let's be real, every workplace has its own language, pace, and unspoken rules.If you have ever wondered how to start strong without overdoing it, this episode is for you. Listen in and hear what our team has to say about making your first 90 days count.craresources

Part 2 of our LinkedIn “other section” roundtable dives deeper into the profile sections most job seekers skip entirely. What if your LinkedIn Skills list is quietly confusing recruiters and LinkedIn’s algorithm? Or what if I told you that properly leveraging your Publications section could pull hiring managers straight to your inbox?Our team gets real about why a laundry list of 50+ random LinkedIn skills screams “jack of all trades, master of none.” We take you through why it is important to pin the top 3 that match your target roles and keep the rest tight, describing two to three clear expertise lanes only.Oh, and have you ever wondered why endorsements from people who have never seen your work don’t positively impact your impressions or LinkedIn traffic? We break down what actually builds credibility with your skills section.Then we dive into Publications. This LinkedIn section is an underused gem that screams authority. Why do hiring managers love seeing conference talks, articles, or ResearchGate papers right on your profile? Alternatively, what happens when you make recruiters dig for your proof instead of serving it up? In clinical research, especially, this section turns “I have done trials” into “Here is exactly what I have accomplished.”We wrap with the “add section” button recruiters wish you would use more: Projects, Volunteer, Honors & Awards, and Languages. But there is a catch to overusing (or misusing) LinkedIn’s features…and we discuss it during this roundtable.Listen to Part 2 now and spot what’s holding your LinkedIn back.craresources

Most job seekers obsess over their LinkedIn headline and About section, but then quietly ignore everything else. Yet these “other” LinkedIn sections are often where recruiters find the proof they need to move you from “maybe” to “must-interview”.In this new roundtable episode, our recruiting team wraps up our LinkedIn optimization series by zooming in on the parts of your profile that rarely get talked about: Featured, Recommendations, Licenses & Certifications, and Education. These aren’t just nice-to-have add-ons. Used well, they can better tell your story, attract both bots and humans, and make you stand out in a crowded, employer-driven market.We start with the Featured section: your “proof of impact gallery” and trailer to your About. Most people use this section as a random dump of old posts. But it is perfect for case studies, portfolios, and 3–6 high-impact wins.From there, we shift to Recommendations: how to ask for them without awkwardness, who to target (managers, peers, clients), and why “great team player” comments land like describing a golden retriever.Next up are Licenses & Certifications vs. Education, where we share real recruiting-trench stories. Unclear degrees or fuzzy certification dates don’t just raise eyebrows; they delay submissions and cost interviews. The fix? Keep them accurate, separated, and up-to-date, especially when clients demand specific credentials.Our goal is simple: show why these “hidden” sections matter. This episode will change how you think about completing your profile.Listen to Part 1 now and audit these sections on your own LinkedIn with fresh eyes.craresources

Most job seekers treat the LinkedIn Experience section like a form to fill out: titles, dates, and a few “responsible for…” bullets. But what if that section is actually one of the most powerful levers you have for both the machine and the humans deciding your next opportunity?In our latest roundtable, our recruiting team breaks down how to turn your Experience section into proof of value that works double-duty. It feeds LinkedIn’s 360Brew algorithm with clear, consistent signals, and it gives hiring managers the mini-stories they need to quickly trust you as a candidate.How closely does your Experience need to align with your resume? What happens when dates, titles, or responsibilities don’t match... and how could that quietly be costing you interviews?We dig into why alignment across your Headline, About, Skills, and Experience is now mission‑critical. And, we outline how 360Brew uses that consistency to assign you a professional “persona” that determines which searches and feeds you show up in. Are you unintentionally confusing the system by telling different stories in different sections?You will also hear concrete examples of transforming dry bullets into concise stories using context, action, result, and reflection. We outline how to craft stories that cut through buzzwords like “strategic leader” and actually prove your impact.What are the three non‑negotiables recruiters scan for in Experience? Which red flags make us hesitate, and which signals encourage us to move your candidacy forward faster?Don't you want your profile to be both findable and irresistible so recruiters discover you and hiring managers remember you? I thought so! This episode will give you a practical, no‑fluff roadmap on how to optimize your LinkedIn Experience section.craresources

Most professionals know their LinkedIn “About” section matters. But few realize just how much recruiters, hiring managers, and even LinkedIn’s own 360Brew algorithm are relying on it to make fast decisions about them.In this roundtable episode, our recruiting team pulls back the curtain on what really happens when we open your profile. Why do 92% of us decide to engage or scroll largely based on your About section? What makes one clinical research profile feel like “generic experience” while another jumps off the page with “who you serve, what you deliver, and proof”? And how do you create an emotional connection and satisfy the bots at the same time?You will hear our recruiters walk through real “before and after” LinkedIn About sections. We show you how a few specific metrics can change your credibility in seconds. And importantly, we explain why listing companies and job titles in your About is a missed opportunity. Our discussion shares practical tips on keywords: which ones actually help you show up in search results? How can you mine job descriptions for the right language? And how do you avoid sounding like a robot when you are writing for an algorithm?Finally, we introduce the five-part framework we use when coaching candidates, covering your opening line, story, bullet “skills stack,” audience focus, and call to action. If you have struggled to create your About section, learning how to use this framework is gold. The goal? Ensuring your About section becomes a powerful handshake that works on autopilot for your job search and your long-term career brand.If you have ever wondered, “Is my About section helping me get found, or quietly holding me back?”, this episode is for you.craresources

Your “perfect” LinkedIn profile still isn’t attracting opportunities. Why not? Brace yourself because I am going to tell you that you should be putting out LinkedIn Posts. Today’s podcast pulls back the curtain on what really gets job seekers noticed in a LinkedIn 360Brew world. And it is beyond just polishing your headline and calling it a day.I get it…you don’t feel qualified to write LinkedIn posts. But before you tune out because you will…absolutely…not…create…LinkedIn Posts, give me just a minute. Why? Because simply having a profile is no longer enough, and strategic posting can drive two to three times more of the right traffic to your page.We describe how easy it is to create posts that position you as an expert. And, we outline why you should avoid the generic, copy‑paste “inspiration” posts that scream “bot” instead of “credible professional”.We dig into how LinkedIn’s new 360Brew algorithm actually “reads” your content. And, we also explain how LinkedIn compares your posts to your headline, About, skills, and experience to assign you a professional persona. And this is all important when it comes to attracting the right traffic.Are your posts reinforcing the niche you want to be known for? Or are you confusing the system with cat memes and vague career platitudes?You will also pick up practical tactics you can apply immediately:How to write hooks that trigger that crucial “see more” click.Why dwell time matters more than likes.How to pull real achievements from your resume and turn them into engaging, human posts (with help from AI tools that don’t make you sound like a robot).Learn to start posting with purpose, and turn your feed into a magnet for recruiters in your niche. Press play and let’s get you found.craresources

When was the last time you really looked at your LinkedIn headline or your profile photo? I encourage you to do it now. Not just glance at it, but ask yourself, “Would I contact me based on this first impression?”In our latest roundtable, our team dives into two of the most underestimated areas of a LinkedIn profile: your headline and your photo. They may seem like the basics, but our team makes it clear that these seemingly small details carry big consequences. Recruiters often make snap judgments in seconds, long before they read a single line of your About section.So, what is your photo saying before you ever say a word?And that headline you have been using: does it sell your value or just state your job title? Could your choice of words be quietly self-sabotaging your visibility to both hiring managers and the bots that decide who gets seen first? In an age when every keyword counts, the difference between “looking for new opportunities” and “I help teams deliver high-quality results on time and within budget” might be far greater than you think.Our team unpacks real examples of what works and what doesn’t. We also discuss why authenticity matters just as much as precision. Whether you are job searching, networking, or simply building your professional brand, your LinkedIn photo and headline might be doing more talking than you realize.So, how are your LinkedIn Heading and profile photo holding up? If your profile views and post impressions are low, you may need an update. Click below to hear the full discussion and get inspired to give your profile the refresh it deserves.craresources

Your LinkedIn banner…is it a quiet killer or career supercharger? In just 3 seconds, it can make or break a recruiter’s first impression of you. Today’s roundtable is about avoiding banner disasters that send great candidates straight to the “nope” pile.Picture this: a hiring manager scrolls on mobile, your headshot pops, and the headline teases your value. But then the banner hits. Cluttered logos screaming “CRA, disrupter, auditor, consultant”? A vacation beach shot with your dog? An offending political message? Pixelated text that is interpretive art on a thumbnail? Or worse, the default blue void that screams “fake profile”?These “banner crimes” aren’t just ugly. They signal indecision, desperation, or laziness, causing you to vanish from consideration faster than you can say “Open to Work.”But what if your banner sealed the deal instead? Subtle clinical trial cues, a crisp tagline showing you own your lane, and mobile-proof clarity that whispers confidence. And guess what? No graphic design degree is needed. Tools like Canva make it dead simple and, in most cases, at zero cost.In our latest 20-minute team roundtable, we trudge through the battlefield of LinkedIn banners. We roast real-world fails (yes, including that stretched-face horror), decoding why visual elements are more important than words for visually stimulated recruiters. We also outline simple LinkedIn banner fixes to align your brand with the jobs you are going after.So, job seekers…I have to ask: is your banner working for you or against you? Listen to this podcast and then audit your banner using our tips. What does it say about you in 3 seconds?Uncover the formula that turns prime real estate (aka – your banner) into an interview magnet. Dive in and transform your LinkedIn profile today.craresources

In clinical research hiring, AI and one-way video interviews are flattening talent into checklists. But top Directors of Clinical Operations say that isn't how real fits happen. In Part 2 of our podcast series on resource strategies, Brian Dempster and Lyle Gee reveal how job seekers break through the noise in this employer-driven market using smart networking tactics.They tackle AI screening frustrations head-on. Their advice? Treat it like any process-driven gatekeeper by showcasing your unique story, not just credentials. Stand out by proving impact, such as system fixes, study rescues, and team integration, while asking sharp questions that flip interviews into bidirectional conversations.Oh...and job seekers: forget discussing your potential. In today's market, companies demand proof of results, backed by reputable work history and strong references.Smart networking emerges as the ultimate differentiator. The key? Build genuine connections now, not just when job hunting. Find networking opportunities at conferences, on LinkedIn, or with existing contacts. For example, your leaders love sharing war stories and career signposts, so approach seniors boldly with curiosity: "How did you navigate that challenge?"One panelist emphasizes: don't wait; network where you are. All agree: your reputation is your next job, even in entry roles.This isn't fluffy advice. It is battle-tested from the hiring side. Job seekers should learn to humanize their candidacy amid AI floods, hybrid teams, and buyer's market realities. Whether you are a CRA, ops lead, or breaking in, these nuggets equip you to land roles by being memorable, adaptable, and trusted.Tune in to transform how you pitch yourself beyond resumes.craresources

In clinical research, one decision shapes everything: where your talent comes from. Behind every trial lies a complex web of candidate sourcing choices. When to outsource to CROs, when to hire in-house, and how to balance quality, cost, and speed. In this first episode of a two-part series, I sit down with Directors of Clinical Operations Brian Dempster and Lyle Gee to unpack the evolving resource strategies driving clinical trial success.Why Job Seekers Need ThisListen up if you’re hunting for CRA or operations roles. This episode pulls back the curtain on hiring from the director’s chair in today’s employer-driven market. You will learn the edge to stand out amid AI-generated resumes and applicant floods.Hidden Drivers of Hiring DecisionsBrian and Lyle explain why companies swing between in-house teams, CRO outsourcing, and hybrids. Not just for cost, but based on study phase, expertise needs, and integration risks. You will learn how to tailor your pitch to show how you have solved those real problems, making you a stronger competitor against those job seekers who just list years of experience.What Really Wins InterviewsThey tell you to ditch rote credentials. They stress storytelling your impact, like rescuing studies from bad CROs or fixing system mismatches. We also dig into the importance of asking sharp questions (“What challenges are your teams facing right now?”).These tactics prove adaptability, ownership, and cultural fit, flipping interviews into two-way conversations.Thriving in Hybrid RealitiesThis podcast will help you understand fragmented models (staffing agencies, multiple CROs) so you can highlight your critical thinking, tech-savviness, and ability to plug into existing teams.And that is what lands roles when cross-functional pros rule amid layoffs and tighter opportunities.Tech and Market ShiftsWe dive into the pendulum between employer and job-seeker markets, AI’s role in screening, and why no ‘one-size-fits-all’ strategy exists. Especially as hybrid models reshape CRO ties.Whether you’re leading projects or breaking into clinical ops, this podcast changes how you see companies, CROs, and talent. It arms you with strategy and confidence to navigate it all.craresources

It is nearly the end of January, and those ambitious New Year’s resolutions? They have either ignited a streak of wins or quietly fizzled under the weight of real life (read: holidays, illness, family demands, or job search burnout). But what if the path to lasting change isn’t more rigid goals, but mastering The Great Job Search Reset?​This isn’t about a one-time January overhaul. Instead, imagine building the habit of resetting with intention, anytime overwhelm hits. Our latest roundtable podcast dives deep:Are you stuck tweaking your resume when networking or mindset is the real bottleneck?Panelists reveal how to pinpoint your “stuck point” using tools like the Job Search Strategy Compass, so you stop spinning your wheels.​Ever panicked as a role winds down? How can networking calm that fear and uncover hidden opportunities—without cold outreach dread?You will hear practical scripts for reaching your existing contacts first, turning isolation into a support squad that opens doors.And when life piles on (kids, caregiving, exhaustion), how do you reset energy, time, and emotions without guilt?From setting weekly job search hours to protect against burnout, prioritizing energizers like hobbies, and processing feelings instead of powering through, the team shares tactics to align with your natural rhythm.What “season” are you truly in? Survival, maintenance, or growth? And how does mistaking your season sabotage your search?Drawing on ancient Roman wisdom (they skipped January resets for good reason), we reframe winter as an “inner-work” season, tackling topics like negative self-talk, targeted applications over “spray and pray,” and small tweaks for big magic.Listeners walk away ready to assess: What drained you last year? What excites you now? Tune in to swap judgment for grace, and turn resets into momentum that sticks all year.craresources

Mastering tough interview questions sets top job seekers apart. In today's roundtable on elevator pitch examples for job seekers, we help you turn potential pitfalls into opportunities to shine.In this podcast segment, our team delivers live role-play responses to challenging prompts like "Tell me about a time you dealt with a difficult situation," "Why did you leave your last position?" and "Why have you been out of work for [eek]?" You will hear examples that keep answers concise, positive, and employer-focused.Jenny shares how she resolved a non-responsive site coordinator by offering hands-on training, emphasizing teamwork and initiative without blame. Rachel explains that leaving her role was a growth opportunity towards new challenges, highlighting oncology expertise and attention to detail while avoiding negativity. Maya outlines long-term goals as a lead CRA, using a clear four-part structure: context, action, impact, and alignment with company needs. And Savannah addresses an 18-month employment gap due to relocation, framing it as intentional preparation for the right fit.The team breaks down each pitch, revealing why specifics hook interviewers. We also speak to how to own our situations victoriously. And finally, address the power of practicing to sound natural. The team stresses bridging every answer back to value, such as your skills, enthusiasm, and fit, while reading cues to adapt on the fly. These elevator pitch examples for job seekers work for behavioral questions, gaps, or goals, helping you build rapport like a conversation, not an interview interrogation or Q&A.Whether facing layoffs, transitions, or skill gaps, these real-time demonstrations equip you to respond with confidence and poise. Practice them to transform interviews into relationship-building moments that land offers.Related PostsRoundtable: Job Seeker Elevator Pitch ExamplesRoundtable: Use an Elevator Pitch to Ace Your InterviewWhat is a Job Seeker Elevator Pitch? craresources

Crafting a powerful elevator pitch is one of the toughest, yet most important, challenges for job seekers. In this roundtable conversation, our coaching team takes a deep dive into real job seeker elevator pitch examples that go far beyond the rehearsed, one-size-fits-all approach you might find online. Instead, we show how to turn this classic concept into a practical storytelling tool.Why is this important? It will help you answer common interview questions, stand out in networking conversations, and confidently communicate your value.In this session, you will hear team members role-play authentic “Tell me about yourself” and “Why do you want this position?” moments. Each example breaks down what makes a strong elevator pitch. We cover everything from structure and tone to emotional connection and relevance to the hiring audience. You will learn frameworks like the past-present-future technique shared by Natalie, the what-why-who formula Becky uses to personalize her pitch, and how Carrie weaves purpose, leadership, and soft skills into her story to show she is the right fit.Throughout the discussion, our coaches unpack why tailoring your pitch for each role matters. We talk about how to include just enough detail, and how to repurpose your elevator pitch for your resume, LinkedIn profile, or cover letter.Whether you are just starting to refine your professional introduction or looking for inspiration to refresh your story, these job seeker elevator pitch examples will help you speak with clarity, confidence, and authenticity the next time opportunity knocks.craresources

What if the secret to interview success was hidden in a quick, 60-second conversation? This week’s roundtable explores how mastering your elevator pitch can completely transform how well you interview.But what the heck is an Elevator Pitch? It is a short, clear statement about who you are and what you bring to the table. Business leaders use elevator pitches to sell ideas. But job seekers can apply the same practice to “sell” their value in interviews.For example, have you ever stumbled through “Tell me about yourself”? Or struggled to explain why you’re interested in a role or why you’ve been out of work for a few months? In this episode, our team breaks down how a polished elevator pitch can turn those tricky questions into confident, memorable moments.But what makes a great elevator pitch? How short should it really be? And how do you keep it authentic without sounding robotic?We share practical tips and creative techniques, from structuring a 30-second micro story to highlighting your “why” for choosing a particular career or industry. You will also find out why introverts might actually have the edge when it comes to delivering focused, high-impact answers.Most importantly, you will learn why preparation matters, how to manage interview nerves, and how to stay in control of the conversation from start to finish.So, are you ready to craft an elevator pitch that helps you stand out and ace your next interview? Tune in now to hear the full conversation and get inspired to write your own.craresources

I saw a post the other day where a job seeker was upset because an interviewer asked why she had been out of work for so long. Guys, every interviewer is going to ask about an employment gap. The real question is how you prepare to answer it with confidence and professionalism. So let’s tackle the real question: What is the right way to address a long gap between jobs? How much should you say or not say when asked about it? And how do you maintain your confidence when long-term unemployment begins to feel personal?In this week’s roundtable, our team leads an honest and practical conversation about how to handle long-term unemployment on your resume and in your interviews. We also discuss the mindset that could cause you to come across as defensive. The discussion explores how to reshape your story so potential employers view your experience as a strength rather than a setback.Should you explain your gap in your cover letter or include a short note on your resume? Can volunteer work, certifications, or courses help you tell a stronger story? What about when the reason for your gap is deeply personal, such as caregiving or burnout? The team shares smart strategies, thoughtful wording, and insights on when to give context without oversharing.This conversation goes beyond formatting advice. It examines how mindset impacts results during a job search. We remind listeners that long-term unemployment is not a reflection of worth. Instead, clarity, honesty, and confidence are what truly stand out to hiring managers.If you have been facing long-term unemployment, you will not want to miss this episode. It may just help you turn your employment gap into one of the most powerful parts of your professional story.craresources

Building the right partnership is never accidental, regardless of whether you are building relationships in your personal life or your career. In this episode, our team explores the parallels between choosing a talent match (aka a recruitment agency) and choosing the right partner. Just like dating, selecting a recruiter calls for discernment, honesty, and a clear understanding of what you want. Too often, job seekers and hiring managers settle for convenience or overlook red flags, only to discover later that the relationship lacks trust and shared goals.When we talk about a “talent match,” we mean more than just placing a candidate or landing a job. True alignment stems from shared values, ethical practices, transparent communication, and mutual investment. The quick, easy path may look appealing, but meaningful professional partnerships, like healthy personal ones, take effort and integrity.This conversation challenges both companies and candidates to view recruiting through a more intentional lens. Would you go on a blind date without checking who you are meeting? The same principle applies here: research, vetting, and thoughtful interaction matter. The best partnerships form when both sides take time to assess fit, define priorities, and build credibility.The takeaway? Do not just settle for convenience. Choose a recruiter like you would a partner; one who listens, invests, and brings out your best for the long term. Tune in to learn how finding your ideal talent match can transform your career relationships.craresources

Ever been asked to be a reference and felt unsure how to respond? You are not alone. Our latest roundtable podcast dives into how to be a reference, including when it is okay not to say yes.In this candid discussion, our panel shares what really happens behind the scenes of reference checks. We address why accuracy matters, how honesty protects all parties, and what information you, as the reference, will want to have ready before the call. Think of today’s roundtable as a professional checklist:Know the basics like the dates you worked together,What role each of you held, andThe scope of your colleague’s responsibilities.These details not only help paint a credible picture but also prevent confusion or red flags for potential employers.Just as important, it is perfectly fine to decline a reference request when you don’t feel comfortable or feel you can’t give a balanced perspective. As one guest noted, a simple “I don’t believe I can provide the best reference for you” can save everyone time and preserve relationships.Our team also explores the fine line a reference walks between being supportive and being factual. A good reference isn’t about glowing praise or gossip. It is about giving fair, professional insight that helps both the candidate and employer find the right fit.If you have ever hesitated before agreeing to be a reference or wondered what you are really signing up for if you say yes, this conversation is worth a listen.Tune in to the full roundtable discussion to learn when to step forward, when to politely decline (and how), and what details truly make a reference valid and meaningful.craresources

In this heartfelt and eye-opening second installment with Kimberly Wilkinson, we turn our spotlight to the pivotal challenge facing every job seeker today: building resilience in a landscape filled with uncertainty, rejection, and rapidly changing rules. Have you ever felt your confidence waver during a prolonged job search? Or questioned how some people bounce back from setbacks with renewed determination? If so, this episode offers both empathy and actionable insight.What does building resilience really look like when unemployment stretches for months or even years? How do you quiet the storm of self-doubt and financial stress, and instead find the strength to keep moving forward? Kimberly pulls back the curtain on her personal strategies for navigating anxiety, loss, and disappointment, reminding us that resilience isn’t just a buzzword, but an everyday practice.In this episode, we explore:Which overlooked LinkedIn profile tweaks can instantly boost visibility and results, and how often are job seekers missing them?How do faith, daily rituals, or community practices support us in building resilience and protecting our mindset against negativity?Where can authentic support be found, and what are the dangers of trying to go it alone?Most importantly, what mental shifts allow us to transform fear and setbacks into a foundation for lasting confidence?Are you ready to reconsider your routines, learn how to strengthen your mindset, and discover practical tools for building resilience? Join us for an honest and inspiring conversation that will leave you with fresh hope.Oh, and a toolkit for thriving, not just surviving, in your job search journey.craresources

Navigating Today’s Candidate MinefieldReady for an eye-opening look at the darker and sometimes downright bizarre side of the job search? Today’s episode features topics every job seeker knows but few dare to share aloud. And while we certainly speak about job scams, we also talk about those deceitful messages promising dream gigs, the “recruiters” who don’t take no for an answer, and the never-ending parade of suspicious LinkedIn invitations. Angela Roberts is joined by Kimberly Wilkinson and Becky Clark in a roundtable discussion that lays bare new job scam tactics spreading across job boards, email, and text. We also provide insight into how artificial intelligence can be your first line of defense in staying safe.But we don’t just dwell on cautionary tales. We also share our own real-life encounters with job scams as well as provide practical techniques for vetting suspicious offers.And if you have ever wondered if it is possible to dodge the scammers and stay resilient at the same time, you will hear why relying on your instincts and new tools like perplexity.ai, Grok, and tried-and-true recruiter wisdom can make all the difference.Whether you are new to the job search or you have been feeling battle-worn for months, tune in for stories that will make you nod, laugh, and maybe cringe just a little. Stay curious, stay cautious, and most importantly, stay encouraged. The real opportunities are still out there. Listen on for the details that could save your sanity, and maybe your identity, in today’s wild job search jungle.craresources

Are you stuck in the endless loop of applying for jobs but not getting anywhere? Wondering why your LinkedIn profile feels more like a ghost town than a buzzing marketplace? Or maybe you’re asking yourself, “Am I really taking the right steps to land my next role, or just spinning my wheels?” Welcome to our latest roundtable podcast, where a team of career pros dives deep into the art and science of taking action in today’s job market.What does it truly mean to “take action” beyond just hitting that “Apply” button in this new job landscape? How can understanding your “why,” “what,” and “who” sharpen your job search and save you wasted time in today’s job market? Have you ever considered that your approach might need a full makeover rather than just a little tweak? And what about the dreaded interview: How can asking the right questions turn an interrogation into a collaborative conversation?Are you leaving interview prep on the table? How crucial is that timely thank-you note after an interview, and could skipping it be costing you the job? If recruiters say they want to help, why are so many candidates missing key steps? And just how polished should your LinkedIn really be to get noticed in today’s noisy job market?This lively conversation tackles these questions and more, with insights you can start using immediately to change your career path. Curious about how small actions can produce big results? Ready to shift your mindset from “hoping for luck” to “making it happen”? Tune in and let’s get real about what it takes to get noticed, get interviewed, and get hired…starting today.craresources

Today's podcast is the perfect pit stop if your approach to job hunting feels a bit like using a map from the Stone Age in the GPS world. Angela is joined by Lyle Gee (and the insightful Becky Clark) to drop truth bombs and chuckles for anyone stuck in the “old way” of job searching. Whether you are a seasoned pro or still figuring out which way is up, this conversation digs deep into what it really means to be flexible without settling for just any paycheck.In this episode, you will hear the unvarnished truth about why flexibility is not a cry for help, but a skill, and why your ego might just be your biggest job search enemy. The crew tackles how to showcase adaptability when companies want candidates who are moldable and humble, yet still bring their unique flavors to the table. Plus, get the skinny on soft skills, intellectual honesty, and why recruiters do not want a “know-it-all” or a “know-nothing,” just a confident learner ready to hustle.From the folks who remember when fax machines ruled, to the new generation armed with enthusiasm but short on titles, this episode equips you with a job search strategy that wins in today’s competitive market. Strap in and get ready for laughs, insights, and plenty of actionable advice to transform your job hunt from desperate to dynamic.Tune in, turn up your confidence, and take notes, because mastering your job search strategy just got a whole lot more interesting.craresources

Do you follow directions during the job application process? I just saw a coach blatantly recommending folks sidestep application processes.Today’s roundtable will address that theory.Why Following Directions is ImportantA side note, even if you already agree that following directions is important, I bet you don’t. Our statistics show a very high percentage of candidates fail to follow directions.And following directions during the job application process is a crucial (although often overlooked) step that can significantly impact a candidate’s success. Why? Because paying close attention to every detail in the application process matters deeply to employers and can set candidates apart from the competition.The conversation emphasized that each step requested by employers, from completing prequalification forms to submitting accurate references and therapeutic area details, is not merely bureaucratic but serves a clear purpose. These steps allow recruiters to present candidates effectively to clients, showcasing professionalism, attention to detail, and suitability for specific roles. Candidates who follow directions thoroughly demonstrate reliability and a strong work ethic, qualities highly valued in specialized fields such as clinical research.We also highlighted common pitfalls in this roundtable, such as incomplete forms, missing references, or failing to communicate proactively about challenges during the application process. These missteps may raise doubts about a candidate’s ability to perform in the actual job, where following complex protocols and instructions is essential. Conversely, candidates who provide complete, accurate information promptly stand out as top choices for hiring managers.One Key TakeawayWe urge job seekers to treat the job application process like an important relationship or partnership. Engaging fully and transparently with recruiters increases the chances of being matched with suitable opportunities, even ones not publicly advertised. Ultimately, following directions in the job application process can make the difference between securing a desired position and being overlooked. Job seekers who embrace this mindset position themselves for greater success and professional growth.This podcast discussion offers practical advice and motivation to help candidates be detail-oriented, communicative, and professional in every application step they take. It underscores that success begins with following directions carefully and thoughtfully.craresources

Today’s hiring market faces a significant disconnect that affects both job seekers and employers in profound ways. This disconnect reflects a volatile environment where job seekers experience sticker shock as the once plentiful outreach from hiring entities has slowed dramatically. Meanwhile, employers are expressing frustration over a seemingly scarce supply of qualified candidates. Likewise, hiring entities are experiencing an oversupply of underqualified and fraudulent applicants.Supply and demand in the hiring market feel out of sync. And this is highlighting a challenging reality where hiring standards have become increasingly picky, ranging from stricter geographical requirements to unrealistic compensation expectations.The ImpactThis imbalance leaves many quality positions unfilled despite a pool of eager candidates.For job seekers, the market demands much more effort to gain recognition. Candidates have to navigate strategic resume updates, focus on personal branding, and participate in active engagement beyond simply applying. Today’s ideal job candidate cannot rely solely on past experiences and achievements. But instead, must consider broader career growth, continual skill development, and flexibility in job roles.And to cure the disconnect, I believe employers must also reassess what I believe to be rigid criteria in areas that matter less. Instead, I encourage hiring entities to consider the value of transferable skills. This compromise is more likely to build successful, long-term matches in today’s shifting landscape.Economic factors such as inflation, budget constraints, and evolving work models contribute to a more complex hiring market. Moreover, the rise of AI is altering hiring processes and candidate screening, increasing the need for transparency and ensuring authenticity in applications.This podcast episode explores these challenges, highlighting the reality of the 2025 hiring market and offering insights into bridging the gap between employer expectations and job seeker realities. Understanding this disconnect is essential for navigating the current landscape and finding success in both hiring and job searching endeavors.This discussion aims to equip listeners with strategies and perspectives to adapt effectively in today’s hiring market.craresources

Today’s roundtable explores how daily behavior on the LinkedIn platform can shape opportunities, trust, and long‑term career momentum. The episode opens with a clear message: professional reputation is not only about a polished profile, it is about consistent, intentional conduct that reflects sound judgment and respect for the community. This conversation tees up practical rules of engagement and everyday habits that hiring leaders notice.Listeners will hear why a LinkedIn profile should function like a focused professional resume. We also discuss how the tone of your posts and topic choices influence credibility. And importantly, we reveal why clients and hiring managers review activity before deciding to engage. The discussion covers where personal posts fit, what to leave off the feed, and how to anchor content to an authentic career story that supports a positive professional reputation. The team also breaks down profile photo essentials, from recency and recognizability to framing, attire, and approachability, so first impressions align with the brand shown on the resume.The episode then moves into outreach etiquette: connect with intention, add a brief note, avoid pushy messages, and skip the value dump that buries the ask. The guidance is simple: be concise, be specific, and include a respectful call to action that invites dialogue rather than demands attention, which strengthens Professional Reputation over time. Finally, the hosts explain why showing up daily matters, especially for passive candidates who are not actively searching but want to stay visible for better‑fit roles in the future. Consistency compounds, and professional reputation grows when actions match the story the profile tells.For a deeper dive into building a powerful LinkedIn presence, sign up for our free 3-part series on the topic. The last session is this Thursday, but if you register, you gain access to all of the replays.craresources

Today’s episode highlights the power of authentic networking in clinical research. We welcome Ashley Liggion, CRA, and founder of The Research Social. Ashley shares her journey and vision for community building. She created The Research Social to address isolation in clinical research. As we know, many CRAs, coordinators, and researchers often feel alone in their roles. Ashley saw this gap and chose to act.At The Research Social, networking takes place in relaxed, real-life settings. There is no need for business attire or scripted introductions. Attendees simply connect over activities like bowling, karaoke, or casual hangouts in cities nationwide. Real friendships form here, making professional connections feel easy and natural. Events often leave members recharged and inspired to support each other.Ashley shares how she manages the demands of a CRA career while running her platform. She discusses her motivation and highlights the fulfillment that comes from building something meaningful. The group then examines larger industry challenges. Barriers to entry and fake certification programs often confuse newcomers. As a result, mentorship and honest guidance are essential for navigating clinical research.We discuss how The Research Social offers a solution. It provides not just camaraderie but also resources for newcomers and seasoned professionals. Listeners receive clear advice on joining supportive networks and growing within the clinical research field.The Research Social shows that networking need not feel forced. One city, one event at a time, this community brings research professionals together. Listen today and learn more about this organization as well as receive actionable insights into the power of community-driven support, the importance of peer mentorship, and strategies for tackling the hidden hurdles in clinical research careers.craresources

Welcome to this episode, where we explore the crucial resume rule that many job seekers overlook. Too often, candidates send the same resume and cover letter to every job application. Hiring teams quickly recognize these generic submissions, and most do not pass the initial screening. Today, we will explain why tailoring each resume and cover letter to the specific role matters. Small adjustments can demonstrate a clear understanding of the company’s needs. They highlight the relevant skills that employers seek and help applicants stand out from the competition.This episode is especially valuable for those pivoting roles, managing dual responsibilities, or intentionally shifting career paths. Regardless of experience level, the resume rule applies universally. We will share examples and practical tips for customizing your materials to match the job description. You will learn how to incorporate keywords that applicant tracking systems (ATS) and recruiters look for, while still producing readable, polished documents.Our team also discusses the recruitment process stages and why this rule matters at each step—from initial resume screening to final hiring manager review. You will hear why exact language matters, including using the same terminology as the job posting to pass automated scans and human gatekeepers alike. We advise avoiding common pitfalls such as misspellings, generic greetings, or overly colorful resumes that distract from the content.Whether you need guidance drafting your first tailored resume or want to refine your approach, this episode provides actionable advice to improve your job search success. Remember, following the resume rule shows professionalism and increases your chances of landing interviews. Stay tuned for practical stories and expert insights on mastering this essential skill.craresources

This podcast episode challenges listeners to face a hard truth: old job search strategies no longer work. Are you still using yesterday’s methods? Are you risking being invisible to employers and recruiters? Today, we team up with one of our favorite podcasters, Lyle Gee, to urge listeners to rethink their approach by focusing on sharp strategic planning and realistic goals. These are not just tips—they are survival tools for today’s job seeker.The job market has changed dramatically over the last decade. Unfortunately, sticking to outdated strategies is a fast track to being overlooked. Are you setting daily goals that keep you ahead? Are you using focused, targeted methods that separate you from the crowd? Have you connected with specialized recruiters who can offer real insider insight?And importantly, do you know how to accomplish any of these objectives?One major point in this episode is this: your professional story and brand must fit each opportunity. And, whether you are making a lateral move or entering a new clinical position, consistency is key.Are you tailoring your resume and cover letter for every role?Does your online presence map to your resume?Have you embraced networking as a core strategy?Do you know how to work with automation and build connections across locations and specialties?Will you keep repeating old mistakes, or will you learn how to truly win in today’s job market? If you aren't getting the results you want and are therefore ready to change your job search strategies for good, today's podcast is a must.craresources

A new episode of the podcast launches today, and it could not be more timely. In today’s economy, layoffs remain a harsh reality for many professionals. Our team addresses a recent major layoff announcement where the company owner criticized the departing employees, labeling them as poor performers.This behavior is unacceptable.The discussion begins with our team confronting these unfair stigmas. They highlight the emotional turmoil and the damage such labeling causes to those affected. The episode explores the complex mix of emotions triggered by layoff announcements, from shock to grief. It also emphasizes the importance of self-love during these difficult moments. Several team members share firsthand experiences of facing layoff announcements without warning. Their stories highlight the crucial role a strong professional network plays in overcoming the uncertainty that follows.Moreover, the episode offers unique insights into how managers deliver layoff news and the emotional toll it takes on both sides. Listeners receive clear, actionable advice on how to respond after a layoff announcement. The episode covers key immediate steps, such as gathering references, understanding severance terms, and updating resumes honestly and strategically. It also cautions against misrepresenting employment status. Instead, it encourages using the opportunity to reassess career goals and pursue skill development.This episode balances hard-hitting job search tips with compassionate guidance for processing the emotions tied to a layoff announcement. It serves anyone facing this difficult news and seeking practical steps forward, confidence rebuilding, and a fresh outlook on their career path.Tune in now to gain valuable insights and strategies for handling layoff announcements with resilience and purpose.craresources

Today's roundtable discussion is for everyone. Even those who think they already excel at video interviews. No one should assume they know everything about this topic. Video interviewing evolves, and a refresher on video interview tips can reveal overlooked areas to improve. Staying sharp ensures candidates always present their best professional self and build strong connections in each interview.After all, mastering video interviews takes more than technical skills. Success requires professionalism, a strong rapport, and attention to the small details that often go overlooked. During this roundtable, the team explored these points through firsthand experience and candid stories from our years in hiring and candidate preparation. The focus remained practical: how small missteps, even after multiple good interviews, can undo weeks of effort and create a poor impression that leaves hiring managers unwilling to move forward.Our team highlighted the essential elements that can make or break a candidate’s chance in a video interview. Dressing appropriately, maintaining eye contact, and choosing the right technology matter. A controlled environment, free from distractions and clutter, sends a professional signal before a word is spoken. The group emphasized lighting and camera placement as more than technical details. These shape how candidates appear and help build the sense of connection that interviewers expect.We also discussed the importance of preparation—testing your software, practicing responses aloud, and managing nerves, especially for those who do not interview regularly. The team noted that active listening, clear communication, and genuine engagement help to bridge any distance video can create. The roundtable stressed that rapport is both vital and entirely within reach. When candidates make interviewers feel valued and respected, it greatly increases their chances of building productive professional relationships.You will find practical video interview tips, sincere advice, and a few unforgettable cautionary tales in this discussion. Turn up the volume and get ready to rethink how video interviews really work.craresources

This episode explores the vital but often overlooked importance of going beyond protocols in clinical research. How? By emphasizing essential soft skills for Clinical Research Associates (CRAs). While technical knowledge and strict adherence to study protocols are foundational, this conversation highlights that true success in clinical trials depends on qualities like critical thinking, problem-solving, and adaptability. These skills drive effective communication, conflict resolution, and the ability to navigate the complexities of diverse research sites. Well-developed soft skills are not just beneficial; they are indispensable for managing the unpredictable challenges that arise day-to-day in the field.For CRAs, excelling means moving beyond the checklist mentality and embracing flexibility when working with various site personnel and dynamic situations. Our guest, Robyn Himick, a seasoned leader in clinical research, shares her perspective on identifying and cultivating these skills within teams. She stresses that while technical tasks can be taught, the capacity to think on one’s feet and adapt cannot be simply learned overnight. Instead, it’s honed through experience, self-reflection, and mentorship.This episode tackles critical questions about leadership and professional growth. Can soft skills be taught? Or must they be innate? How do leaders foster an environment where critical soft skills are recognized and developed? And why are emotional intelligence, self-awareness, and accountability just as crucial as technical expertise?Listen to gain actionable insights through real-life examples. We deliver coaching strategies designed to help both new and experienced clinical research professionals grow beyond protocols and elevate their team culture and effectiveness.craresources

Welcome to our team Roundtable Podcast. Today, we focus on mindset, resilience, and the hidden challenges of job search burnout. This discussion goes beyond crafting an outstanding resume; it centers on the internal strength needed to sustain you through setbacks and uncertainty.Mindset and resilience are critical qualities to stay motivated during prolonged job searches and repeated setbacks. Job search burnout is a real challenge. The key question is how to recognize it early and what steps to take to prevent it from derailing your progress.Maintaining confidence can become difficult, especially when facing multiple rejections or the long silence that often accompanies a job search. Much career advice focuses on external tasks like refining your resume or cover letter. While those are important, today’s focus is on developing resilience and confidence from within—the foundation every job seeker needs.We remind you that you are responsible for your own growth. Self-improvement and self-care require intention, and building confidence begins there. If you feel uncertain or defeated, that mindset can hold you back. Instead, concentrate on how to grow and position yourself as an attractive candidate. Consider what hiring managers seek and reflect on where you fit best.We also explore how reframing rejection as redirection can transform your outlook. Some team members share personal stories about seeing each “no” not as failure, but as a step closer to the right opportunity.Ultimately, hiring managers want to say “yes” to the right candidate—they want to hire you. Recognize job search burnout, but do not let it define your journey. This roundtable is here to support your growth, confidence, and next career move. Let us begin.craresources

Welcome to part two of our insightful discussion with special guest Brian Dempster, Executive Director of Clinical Operations at Fate Therapeutics. Our focus is on the importance of managing conflict in clinical research environments. Managing conflict is not only about achieving your goals. It is also about bringing your entire team along with you on that journey. As Angela Roberts shares, the success of a leader is often determined by the employees and colleagues who stand behind them. Your professional results matter. But true conflict management is reflected in your ability to obtain those results while maintaining the support and respect of your team.Brian Dempster highlights the personal benefits of managing conflict well. Instead of focusing on how many individual battles you can win, it is far more rewarding and healthy to learn to collaborate and get along with others. Creating harmony and trust within a team leads to a more positive work environment and supports your own well-being.Becky Clark emphasizes the importance of these same strategies beyond your immediate team. Especially for Clinical Research Associates. Strong relationships with clinical sites are essential. The positive impact of effectively managing conflict is so significant that site-level references are a firm requirement for CRAs at craresources. Sites that express genuine enthusiasm for working with a CRA—even years after a study—demonstrate the long-lasting value of nurturing professional relationships.In clinical operations, your reputation is shaped by how you handle challenges and relationships alike. By prioritizing communication, collaboration, and empathy, you can manage conflict constructively. You create lasting positive impressions, not only with your team but also with the sites you support. Managing conflict well is essential for elevating both your professional journey and the overall success of every clinical trial. Book ListBrian mentions a couple of books during our discussions on conflict management. As a bonus, he has provided those details as well as recommended a third book. The Art of War by Tzu SunCrucial Conversations: Tools for Talking When Stakes are High, Third Edition by Al Switzler, Ron McMillan, Joseph Grenny, Emily Gregory, Kerry PattersonLeaders Eat Last: Why Some Teams Pull Together and Others Don't by Simon Sinekcraresources

Welcome to today’s episode of the CRA Resource Show. We are pleased to welcome Brian Dempster, Executive Director of Clinical Operations at Fate Therapeutics, as our special guest. In this episode, we build upon a recent discussion about soft skills with podcaster Lyle Gee by exploring the essential topic of conflict resolution strategies in clinical research.In the clinical research industry, effective teamwork and communication are vital for the success of any study. However, it is important to note that conflict resolution isn't the same as avoiding conflict.Our conversation delves into why conflict resolution strategies involve much more than simply avoiding disagreements. We examine how to recognize potential issues early. Our discussion then addresses how to respond constructively while fostering an environment where challenges can be addressed openly and respectfully.Brian shares personal stories about his leadership journey. We discuss the importance of setting boundaries along with actionable guidance for promoting strong team dynamics. Importantly, we outline how mastering conflict resolution strategies can elevate morale.It also enhances retention and ultimately contributes to the successful execution of clinical trials.This episode delivers practical tactics for anyone involved in clinical research. In essence, it empowers you to effectively approach difficult conversations and cultivate a positive and productive workplace.Listen in for expert insights and practical lessons on using conflict resolution strategies to turn challenges into opportunities for growth in your team and career.craresources

Welcome to today’s podcast episode, where we have a special conversation planned. Joining us are Angela Roberts, our Head of Recruiting, and Dee Dee Cornelius, previously a longtime client and Senior Director of Clinical Operations at one of our valued sponsor companies. In this episode, we focus on an increasingly critical and timely topic: How to Know if a Job is a Scam.Angela recently authored an article highlighting this growing issue, inspired by a real-life experience Dee Dee shared with us. Regardless of how experienced or cautious professionals may be, job scams have become alarmingly sophisticated. These scams can easily ensnare even the most vigilant individuals, putting personal and financial information at risk.Dee Dee recounts her own narrow escape during a job search, particularly while seeking remote roles outside the clinical research field. She shares meaningful lessons learned to help protect others from falling prey to similar scams. Angela provides important insights on recognizing red flags throughout the hiring process—from questionable interview practices to verifying company culture through informational interviews.Together, they offer practical advice and real-world examples to raise awareness so that job seekers can better identify and avoid scams in today’s complex employment landscape. Stay tuned as we explore this vital cautionary tale along with actionable tips to safeguard your career journey.For more expert insights and resources, please visit creresources.com/blog and sign up to receive our content directly in your inbox. Let us begin.craresources

Welcome to today's Podcast, where we review part 3 on the topic of the business of being a consultant. Today’s episode features Lyle Gee, who joins Angela Roberts and Becky Clark for a valuable conversation about the realities and requirements of being a consultant.How Do You Determine Your Rate?One of the essential topics the team explores is how to accurately determine your compensation as a consultant. Angela discusses the importance of benchmarking rates using available market data and emphasizes the need to go beyond surface-level numbers. We address areas you should factor in such as the cost of health benefits, liability insurance, Social Security, tax obligations, and other overhead expenses. Angela shares that the true "burden rate" paid by employers often amounts to an additional 38 percent over your base salary. This figure covers expenses that employees rarely see but consultants must plan for themselves.Lyle adds that this critical information is not always easy to obtain unless you consult an HR expert or a business owner. Both guests stress the importance of conducting meticulous expense calculations to determine the minimum hourly rate required to sustain your lifestyle and meet all obligations.Other Financial Un-Knowns to ConsiderWhat happens if, once you have done the math, your personal financial needs result in an hourly rate that exceeds the marketplace? We openly discuss your options.In addition to financial planning, being a consultant means maintaining a buffer for periods without work. Other areas include separating business and personal finances, and preparing for unpredictable costs.This honest discussion reveals that being a consultant demands preparation, transparency, and commitment. Listen in to become equipped with the key insights necessary for success as a consultant. Let us get started.craresources

Welcome to today's podcast, where we explore the business realities that independent professionals face. In this episode, we focus on one of the most important business tips for running your own consulting business: how to manage your finances and keep your tax obligations in check.This podcast is for those of you who are just launching your consulting venture as well as those with years of experience. Handling your earnings, deductions, and business structures such as LLCs and corporations can be challenging. Join us as we speak with long time consultant Lyle Gee, who shares practical business tips and lessons learned about the administrative side of consulting. We reveal the common pitfalls that catch new consultants by surprise. For example, many overlook valuable deductions or fail to recognize the value of a specialist accountant who truly understands your industry.You will gain insight on why all accountants are not equally effective. We discuss mistakes to avoid when handling business income. And address the necessity of building a reliable professional network. We also explain why it is vital to treat your business and personal finances separately and how quarterly tax planning can save you from unpleasant year-end surprises.If you want business tips on what records to keep, strategies to lower your tax bills, or ways to eliminate stress during tax season, this episode will guide you in surrounding yourself with the right experts. Focus on your strengths while building a solid business foundation. Let us get started with today's conversation.craresources

Welcome to today’s episode, where we address one of the most common questions professionals face: how to become a consultant. If you are considering a new path or looking to transition from traditional employment into consulting, you will find this discussion invaluable. Today, we break down the practical aspects of how to become a consultant. We highlight the essential steps and everyday realities beyond simply acquiring clients.Our hosts, Angela Roberts, Lyle Gee, and Becky Clark, have each received countless inquiries about how to become a consultant. Especially regarding the business side of the journey. The idea can seem simple at first, but once you start exploring how to become a consultant, it quickly becomes clear that there are vital considerations. Legal paperwork, choosing the appropriate business structure, navigating billing practices, and understanding tax requirements all have to be assessed.It is important to note that while our hosts offer real-world experience and actionable checklists, they are not accountants or attorneys. For the legal and financial components of how to become a consultant, it is always best to seek advice from qualified professionals.Today’s episode focuses on helping you understand exactly what you can and cannot include in your billable hours. We touch on how to maximize potential tax write-offs. And we outline the unique differences between consulting and permanent employment. You will discover the straightforward steps and insider tips that will help you approach how to become a consultant in a smart, efficient, and successful way. Join us for an honest and detailed exploration of what it truly takes to become a consultant and thrive in your own business.craresources

Welcome to today’s roundtable, where we dive into the complex and essential topic of fair compensation. More than just a salary figure, fair compensation sits at the heart of every career decision and organizational strategy. Are you exploring a new opportunity? Seeking a career progression or promotion? Considering a lateral move for improved work-life balance or a cultural change? In all cases, understanding what constitutes competitive compensation is crucial to every professional and hiring manager.Both Candidates and Hiring Managers are ConfusedIn recent conversations with both candidates and hiring teams, a recurring theme has emerged. There is often confusion about what fair and competitive compensation really means. The market shifts rapidly. What was considered fair six months ago may not hold true today. Therefore, basing career and hiring choices on outdated benchmarks can lead to job dissatisfaction, decreased morale, or even attrition.Why Clarity is ImportantResearch and recent reports strongly support the statement that employees who feel undervalued or underpaid are significantly more likely to seek opportunities elsewhere.The net: companies neglecting fair compensation risk losing both existing talent and new hires. For example, according to Payscale’s 2025 Fair Pay Impact Report, employees who believe they are paid unfairly are 45% more likely to look for a new job, regardless of their actual compensation. Additionally, nearly one-third of organizations identified unfair pay as the primary reason for losing talent, underscoring how pay inequity drives turnover.Alternatively, studies have also shown that fair, competitive pay not only increases retention rates but also helps attract high-performing talent. This means employees are less likely to stay at companies where they feel underappreciated or where pay practices are not transparent and equitable.Are You Receiving Fair Compensation?During this episode, we will explore what fair compensation is for both consultants and permanent employees. We discuss why it matters, when it doesn’t matter, how to benchmark it for your specific role, and how to transparently discuss expectations with hiring teams.Our team shares practical tips for researching market rates. We also outline how to approach uncomfortable salary conversations. If you are wondering when to bring up compensation, how to ensure your rate reflects your value, or how to avoid common pitfalls in negotiation, you are in the right place.Join us as we dissect the concept of fair compensation and empower you to navigate your next career conversation with confidence and knowledge.craresources

Wait…you want me to interview with how many people at once? Panel interviews are becoming more popular. This interview venue is a unique opportunity where multiple interviewers come together (at the same time) to assess your skills, experience, and fit for the role. Facing several people at once can feel overwhelming. But with the right preparation and mindset, you can turn this challenge into a chance to shine.These interviews typically involve 3 to 6 members from diverse parts of the organization, each bringing their own perspective. This means you have the opportunity to connect with multiple potential colleagues and leaders. It also means you will gain a broad insight into the company culture. And the bonus: you can let them see the full range of what you offer.Before the InterviewWe will guide you through researching the company and the panel members, practicing your answers, and developing thoughtful questions to ask.During the InterviewListen in as we guide you through the “During the Interview” stage, focusing on how to create meaningful engagement, even when connecting over a challenging video platform. We will share practical tips for addressing each panelist directly, helping you make everyone feel included and valued, even in a virtual group conversation. Our mission is to coach you to authentically convey your enthusiasm and demonstrate your ability to build genuine rapport with the entire team, so you can stand out confidently in any panel interview setting.We also want you to feel prepared for the pacing and flow of a panel interview, including managing multiple questions and interactions smoothly. Remember, the panel interview is not just about evaluation. It is your chance to demonstrate how you collaborate, communicate, and contribute as part of a team.Our GoalToday’s roundtable is about helping you present your best self so you can approach your panel interview with confidence and clarity. Together, we will turn what might feel intimidating into an empowering step toward your next career opportunity. Have questions or need coaching? Reach out; we are here to help.craresources

Welcome to our latest episode, where we dive deep into the world of Job Search Networking. In our most recent podcast, we focused on how job seekers can set clear, actionable goals to streamline their job search process. We highlighted the importance of identifying companies and roles that align with individual experience and credentials. Additionally, we outlined practical steps for setting daily targets that can make the difference in an effective search.Building on that foundation, today’s episode explores one of the most critical aspects of an effective job search: networking and relationship building. Instead of covering networking in the abstract, we aim to examine targeted Job Search Networking strategies. Why? Because proper networking will directly support your job application efforts. Effective networking opens doors that often remain closed through standard application channels. It is essential for anyone looking to stand out in a crowded job market.Throughout this episode, we will unpack methods for building authentic connections within your chosen industries. We also clarify how to approach informational interviews (and why this matters). Additionally, we discuss practical ways to nurture professional relationships. Moreover, we will share insights on how targeted Job Search Networking can lead to valuable referrals, help you access unadvertised opportunities, and draw positive attention to your candidacy.Whether you are actively seeking new employment or preparing for an upcoming career transition, understanding the nuances of Job Search Networking will empower you to move beyond the resume pile. Join us as we break down proven strategies and actionable tips to help you establish and leverage a professional network that truly advances your job search goals.craresources

I asked my client what her daily job search goals were, and she simply stated: To get a job. Hmmm…I believe she has confused the act of setting daily search goals with what she hopes the results will be. There is a key difference between setting a goal and achieving a result. The primary difference lies in the focus. Setting a goal is about defining what you want to achieve, while achieving a result is about the actual outcome after taking action. According to Better Career, a position search goal is a specific, actionable step that guides your job search efforts. Why Set Job Search Goals?Daily search goals help you stay focused and motivated. Setting goals will help you clarify the result you want to obtain while helping you set realistic, measurable steps that you need to take each day to get there. And ultimately, by setting clear, achievable daily search goals, you will feel you have more control over the job search, thus making the experience less overwhelming. Setting Achievable Job Search GoalsWhen thinking about your daily search goals, realize that you don’t have to go overboard. Your goals should be specific, measurable, realistic, and achievable. But you don’t have to spend 16 hours a day ‘pounding the pavement’. However, the time you spend and the actions you execute should not be transactional. You want to focus on the quality of activities instead of the quantity. Want some Examples? Today’s roundtable digs into examples of job search goals. Listen in and let us know if you need some support. craresources

Welcome to today’s podcast episode. We team up with one of our favorite guests, Lyle Gee, to discuss how to plan for unplanned downtime. This podcast is dedicated to all consultants who face the unique challenge of balancing work opportunities with financial stability. For consultants, the reality is clear: if there is no work, there is no pay.But what happens when you cannot find a new assignment, or when a personal or medical emergency leaves you unable to work? These situations can arise unexpectedly and have a significant impact on your livelihood.In this episode, we will explore practical strategies to help you prepare for periods of no work. We will discuss how to build a financial safety net, develop a proactive plan for downtime, and ensure that you can weather the uncertainties that come with consulting. Whether you are navigating a slow job market or coping with unforeseen personal events, this episode will provide you with the tools and insights you need to plan for unplanned downtime and maintain your peace of mind.craresources

Today, we are honored to feature Alisha Moore, a dedicated Clinical Research Professional who recognized a critical unmet need within underserved communities and took action. Across our industry, there are persistent gaps, particularly in public education about clinical research and in the availability of career development resources for professionals. Alisha did not simply observe these gaps; she stepped forward to address them.What if you could redirect your job search toward a path that not only fulfills you personally but also offers stability and the chance to solve real-world challenges? Imagine leveraging your expertise to create meaningful change within underserved communities and your field.Tune in now to hear Alisha Moore’s remarkable story. Join us as we explore how Alisha made this pivotal career shift. Discover what unique skills and insights empowered her to step confidently into uncharted territory. Learn how her experience can inspire and guide your own journey.Be inspired—perhaps today’s conversation will encourage you to consider a pivot of your own.craresources

Welcome to today’s podcast episode, where we delve into the often-debated roles of cover letters and thank-you notes in the modern job search. Many believe these steps are outdated relics of the hiring process. However, the latest statistics tell a different story. So, let’s dive in: Are thank-you notes and cover letters necessary?Cover LettersA cover letter is a formal document submitted alongside a resume. They are designed to introduce yourself, highlight your qualifications, and explain why you are a perfect fit for the position. While some job seekers question their effectiveness, recent data shows that a substantial number of hiring managers value them if written effectively. And in today’s competitive market, why wouldn’t you consider writing a cover letter? Especially if your application needs some explanation (read, you are under- or over-qualified or changing your career trajectory).A well-written cover letter will also demonstrate your commitment and communication skills.Thank You NotesA thank-you note is a brief, thoughtful message sent after an interview or professional interaction. In simplest terms, it is to express gratitude and reaffirm your interest. Thank you notes are proven to make a memorable impression and increase your chances of being selected. Research confirms that candidates who send thank-you notes are more likely to be remembered and considered favorably by hiring teams. Our experience agrees with this research. Statistics from our data show that almost 100% of candidates who send thank-you notes progress.Listen To Learn the Do’s and Don’tsBut how you write your thank-you notes and cover letters is important. Stay tuned as we explore best practices for crafting standout cover letters and thank you notes in today’s episode.craresources

Welcome to today’s podcast episode, where we partner with one of our favorite CRAs, Chiquita Caudle, to discuss an extremely important topic: the remarkable adaptability of effective professionals in today’s ever-changing workplace.In a world that demands flexibility, resilience, and sharp communication, effective CRAs stand out by behaving much like chameleons.Wait…what? These senior professionals seamlessly blend into new environments, adjust their approach to suit diverse situations, and thrive amidst constant change.But how do you know if you are capable of gracefully adapting on the fly? Are you able to relate to a challenging site regardless of the circumstances? Can you lead when needed and follow when warranted? Join us as we uncover the strategies, mindsets, and skills that enable effective professionals to navigate challenges, build strong relationships, and achieve outstanding results.Whether you are looking to elevate your own performance or gain insights into what soft skills make effective professionals truly exceptional, this podcast is your guide to mastering the art of professional adaptability.craresources

Today, we team up with one of our favorite guests, Lyle Gee, to discuss how to identify soft skill deficiencies.Why Identifying Soft Skill Deficiencies MattersIn today’s dynamic workplace, the ability to identify soft skill strengths and gaps is crucial. Soft skills like communication, collaboration, adaptability, and emotional intelligence are often the unsung heroes behind professional success. Yet, many professionals are unaware of their deficiencies in these areas. Recognizing and addressing these gaps is the first step toward meaningful growth.But How?It is easy to overlook the need to improve soft skills, especially when we don’t realize we’re falling short. How can you develop a skill if you don’t know it needs work? Perhaps the answer lies in increasing self-awareness and actively seeking feedback.Join us as we team up with Lyle Gee to explore actionable strategies for pausing, reflecting, and assessing your soft skills. Together, we will discuss how to:Identify soft skill deficiencies with greater clarity,Improve critical soft skills through targeted practice, andLeverage your current strengths to navigate any challenge.ConclusionBy learning to identify soft skill gaps, you can take control of your professional development, adapt to changing environments, and become a more effective collaborator. Check out today’s podcast and let us know your thoughts!craresources

Welcome to today’s episode, where we pull back the curtain on one of the most important and misunderstood steps in the modern job search: making sure your CV or resume is ready to beat the bots.If you have ever applied for a job and never heard back, you are not alone. In fact, only about 15% of resumes ever make it past the artificial intelligence-driven applicant tracking systems (ATS) and into the hands of a real human recruiter. Today, we are giving you step-by-step instructions to ensure your resume is one of the lucky few.What is Behind the CurtainWe start by demystifying how ATS works. Why? Because if your resume doesn’t contain the right terms, it is likely to be filtered out before anyone ever reads your story. We walk you through exactly how recruiters identify the keywords when they post a job. You will learn how to analyze a job description, spot the must-have skills and qualifications, and strategically incorporate them into your resume without overdoing it or misrepresenting your experience.We outline how to strike the balance between being explicit about your achievements and ambitions, while making sure your resume tells a clear, compelling story.Why Formatting Matters to BotsAnd if you want to beat the bots, the format of your resume matters, too. For example, some PDF versions can’t be read by ATS. We discuss how to choose the right file type, why a simple format is important, and how to avoid design elements that could confuse ATS and cost you an interview.Soft Skills Matter TooWhile it is tempting to focus on technical abilities, we outline why it is important to highlight soft skills such as communication, teamwork, leadership, and other interpersonal strengths. The best resumes balance hard and soft skills, painting a full picture of who you are as a professional.By the end of this episode, you’ll have a clear, actionable roadmap for creating a resume that not only passes the AI test but also impresses the humans on the other side. Let’s get started!craresources

Many candidates struggle to effectively answer this common interview question. In fact, we have recently had several very experienced candidates faceplant when attempting to articulate whether they are able to work individually or as part of a group.I would suspect this is one of the most common interview questions hiring managers ask. Thus, all job seekers should prepare and practice a response.But before you answer, consider why the question is being asked. And no, the interviewer doesn’t usually care what your preference is. The interviewer is really picking at your Soft Skills. And the real question behind this inquiry is whether you can effectively work in either scenario.Why is this interview question important? Because the interviewer wants to know that you can adapt.  By demonstrating the ability to adapt your work style to different situations and highlighting your strengths in both independent and team-oriented settings, you can effectively convey your versatility and adaptability, making you a valuable asset in any workplace.Tune in to today’s roundtable for expert advice on framing your answer to highlight your adaptability and make a strong impression.craresources