5+ Years · Senior-Level
The debrief happens before the interview ends. By the time a rejection lands, the committee has already decided — and it was a positioning problem, not a performance problem.
46%
Avg Comp Increase
7 Days
Priority Delivery
L6 / Staff
Target Outcomes
You have five or more years of engineering experience. You've owned systems, driven cross-functional delivery, and operated at a scope well above your current title. That's not the problem.
The problem is that your resume communicates at the wrong level. The scope signals are too narrow. The LinkedIn is invisible to inbound recruiters. In the interview, the leveling indicators committees use to confirm L6 are missing from your narrative.
This engagement fixes all three — as a unified system built around one target: making your experience read at the level you're already operating at.
From $1,200
Final investment confirmed after fit review.
Most resume services start with the document. This engagement starts with the positioning strategy — what level you should be evaluated at, what signals are missing, and how your experience needs to be reframed. The resume, LinkedIn, and interview narrative follow from that strategy. Not the other way around.
I spent years as a Technical Recruiter at Amazon sitting in Bar Raiser debriefs where L6 and L7 decisions were made. I know exactly what the committee is evaluating because I was one of the people making those calls. That's not a credential I mention for credibility. It's the entire basis of how this works.
Your resume, LinkedIn, and interview narrative are rebuilt to communicate one thing: you operate at your target level. A committee that screens your resume, finds your LinkedIn, and then interviews you should receive a single, consistent signal — not three disconnected versions of your career.
Verified engagements. No exceptions.
“Javid didn't just rewrite my resume — he rebuilt how I presented my entire career narrative. I had been applying to Google for two years. Six weeks after working with him, I had an L6 offer in hand.”
Michael T.
Senior Software Engineer
SWE II → L6 at Google · +68% total comp
“I had been stuck at the same level for three years and couldn't figure out why. Javid showed me exactly what signals I was missing. Amazon made an offer eight weeks later.”
Sarah K.
Engineering Manager
L5 → L6 EM at Amazon · +54% total comp
“The Bar Raiser prep alone was worth ten times what I paid. He knows exactly what the committee is looking for because he was the one making those decisions.”
Raj P.
Staff Software Engineer
Senior → Staff at Meta · +71% total comp
Four steps. Seven to fourteen business days. One repositioned narrative.
Submit your resume, LinkedIn, target roles, and target level. The intake form is specific — I need enough signal to build a positioning strategy before our first interaction. Give it the detail it deserves.
A focused 45–60 minute working call. I've reviewed everything you submitted before we meet. During the session I surface the exact gaps in your positioning — what level your materials currently communicate, where the debrief is likely going wrong, and the narrative architecture we'll build. By the end, the entire repositioning is mapped.
Your resume is rebuilt to read at your target level. LinkedIn is restructured for inbound recruiter visibility. Interview narrative is built to close leveling gaps in debriefs. All three are aligned around the same positioning — not created in isolation.
Two rounds of revisions are included. Each round has a 7-day feedback window. First draft is delivered within 7 business days of your strategy session. Final version within 14 business days total.
Straight answers before you decide.
A resume service fixes the document. This engagement fixes the positioning. Positioning determines what level a committee evaluates you at — and no amount of formatting will fix a narrative that's scoped at L5 when you're interviewing for L6. We start with the strategy: what level you should be communicating, what signals are missing, and exactly how your experience needs to be reframed. The resume, LinkedIn, and interview narrative follow from that strategy.
A 45–60 minute working call. Before we meet, I've reviewed your resume, LinkedIn, and target roles. During the session I surface the exact gaps in your positioning: what level your materials currently communicate, where the debrief is likely going wrong, and the specific narrative architecture we'll build. By the end of the session, the entire repositioning is mapped and documented.
Senior & Staff is right if you have 5+ years of experience and are either: being leveled below the scope you're already operating at, not getting callbacks despite strong experience, or targeting a level jump — Senior to Staff, L5 to L6 — and not landing interviews at that level. If you're earlier in your career (2–4 years, first time positioning for competitive companies), Foundation is the right starting point. If you're at the Director, Principal, or VP level with org-level scope to position, Executive is the right engagement.
Yes — but timing matters. If you have an interview within the next 7 days, flag that immediately in your intake. The priority turnaround is designed for exactly this. If you're earlier in the process — just starting to apply, or still in the research phase — the engagement has more room to build the full narrative architecture, which produces a stronger result than a compressed timeline allows.
If you've deployed your repositioned materials and are not seeing more recruiter interest, I'll revisit your positioning at no additional cost. This isn't a standard revision policy — it's a commitment to the outcome, not just the deliverable.
The experience is already there. The committee just can't see it yet.