Find the role that's
actually right for you.

Most career programs start with resume tips. We start with the harder question: what role is actually aligned with who you are? Your pod runs you through a structured coaching protocol that maps your transferable skills, energy patterns, and domain expertise against real market demand.

AI generates 3 "Bridge Roles" — a Safe Pivot (80% skill overlap), a Revenue Multiplier (your skills in a higher-paying context), and a Wildcard (an unexpected direction). You validate each role against market supply and demand: how many openings? What's the salary range? What's the skills gap you need to close? You leave with a Career Hypothesis — one sentence that describes where you're headed, why you're positioned to get there, and what assets you already have.

You now know what role you're targeting. This week you build tangible proof that you can do it. Using "vibe coding" with Cursor and Claude, you ship a micro-tool relevant to your Bridge Role. Targeting tech recruiting? Build a GPT that scores resumes. Going into operations? Build a workflow that triages support tickets. Product management? Build a feature prioritization agent.

Your pod also starts building the AI-powered outreach system you'll activate in Week 3 — learning workflow automation (Zapier/Make) and advanced prompting to identify, research, and reach hiring managers at scale. When you walk into an interview, you drop a link on the table: "I built this for your specific workflow."

70% of jobs are filled through networking and referrals — they never hit a job board. This week is about tapping into that hidden market using techniques most job seekers never learn, amplified by the AI systems you've been building.

Corporate Translation: You learn to map your builder skills into language corporate HR systems understand. "Vibe Coding" becomes "AI-Assisted Rapid Prototyping." You also learn enough about enterprise AI governance — context windows, model selection, data privacy — to explain why your workflow won't leak proprietary data. This is the language of trust that hiring managers need to hear.

The Trojan Pitch: Your AI outreach engine goes live. It identifies specific hiring managers at target companies, ingests their recent LinkedIn posts, and drafts hyper-personalized messages that reference their actual work. This is not spray-and-pray. This is precision targeting at scale. Your LinkedIn gets rewritten with your portfolio piece featured, and your first batch of Trojan Pitches goes out.

By now your outreach engine is generating responses. This week is about converting those conversations into offers. You learn the 3-part framework for answering "How do you use AI?" — referencing real things you built, not hypotheticals. You practice STAR stories with your pod, run mock interviews, and build a salary negotiation playbook with AI-researched market data.

Then: 90 minutes of pure execution. The Pipeline Blitz. Messages drafted by your AI engine, reviewed by you, and sent — in the room, together. You follow up on every pending conversation. You leave with a 30-day accountability plan — your pod commits to weekly check-ins for a month after the cohort ends.