Eight steps from “my experience doesn’t look like sales experience” to a career you can actually enter.
Most career-change advice tells you to “highlight your transferable skills” and stops there. That is not a method. It is a suggestion, and it leaves you doing the hardest part alone.
This is the process the whole program runs on. Each step produces something you keep — and by the end you are not hoping a hiring manager sees the connection. You have already made it for them.
Everything — paid, unpaid, caregiving, volunteer, side work. No filtering, because the filtering is where people delete the evidence that would have counted.
The numbers, outcomes, and results underneath each one. Most people undersell here badly, because the things they did daily stopped feeling remarkable years ago.
De-escalating an angry customer is objection handling. Working out what someone needed when they asked for something else is discovery. Naming it correctly is most of the work.
Rewritten in the language that appears in the job posting — not invented, not inflated, just written in the words the person reading it uses all day.
Résumé lines, LinkedIn, positioning statement, interview stories, outreach. One inventory feeds every asset you need.
Written and scenario-based exercises with self-scoring rubrics. Knowing what a discovery call is and running one are different things.
Practice labs and roleplay against a buyer who pushes back. Private, repeatable, and uncomfortable in the way that actually builds ability.
An application sent, an outreach message, a real conversation — then a 30/60/90-day plan for what happens when you land it.
Steps 1 to 5 build your evidence. Steps 6 to 8 prove you can use it.
That second half is what most programs skip. Plenty will help you rewrite a résumé. Far fewer make you run a discovery conversation, handle an objection out loud, and send something real before you finish.