What got you here has stopped working. At your level, it does not start again on its own.

For Directors, Senior Directors, and VPs of Engineering. More than 80% of roles at your level are filled before anyone writes a job description. The Job Hackers Method gets you in front of the leaders who create them, while you are still employed and nobody knows you are looking.

Is this you?

✅ You have been at the same one or two companies for eight years or more.

✅ You are still employed. Nothing is on fire. You just watched an acquisition, a PE deal, or a reorg quietly close the path you were on.

✅ You have not seriously looked in a decade, and the market you remember is not the one that exists.

✅ Recruiters bring you roles a level below what you already do.

✅ You can walk a board through a platform migration, but you cannot explain in sixty seconds why the job should go to you instead of the other VP.

✅ You do not want a public search. Your team reads everything you post.

This is not for you if

❌ You are already in an active interview process. Finish it first, then come back if it does not land.

❌ You are an individual contributor looking for your next senior or staff engineer role. This is built for people who manage managers.

❌ You want a resume rewrite and a list of job postings.

❌ You are not willing to hold five to eight conversations a week with people who do not know you yet.

❌ You need to be employed inside 30 days. The method runs three to six months and it does not usually compress.

"I had been with the company about 15 years and things had become pretty predictable. I was not looking to make a move, but I had not tested myself in the market in a long time, and I knew I would be walking into a very different landscape."

Sameera Perera - VP of Engineering - Geonexus

Our Target

The higher you go, the fewer jobs exist, and almost none of them get posted. Someone senior has a problem, thinks of a name, and the role gets shaped around that person. By the time it reaches a careers page the decision is usually made and you are competing to confirm it.

Everything that got you to Director assumed an open market. At your level that market is gone, and no amount of applying harder brings it back.

Our Approach

Four steps, run like a system you would ship. Build a value proposition from a real strengths assessment. Turn your record into scored Situation, Action, Result stories with the numbers attached. Map the advocates who already know your work and the leaders who own the roles you want. Then work it on a weekly cadence with tracking and accountability.

You get weekly group coaching with other engineering leaders running the same search, four private sessions, a Slack community, and six AI tools built specifically for this method. Your resume and LinkedIn get rebuilt along the way, but they are an output of the positioning work, not the point of it.

Our Results

More than 300 leaders have landed at Microsoft, Qualcomm, NVIDIA, Amazon, and elsewhere. Most see a 20 to 50 percent jump in compensation. Some double it. Members average three to six months to placement against nine to twelve searching alone.

Named references available on request during your strategy call.

You are not buying a course. You are buying a room.

Every member is listed, named, and reachable. When you need a warm introduction into a target company you are not starting from a cold search, you are starting from a peer who is already inside.

Where they came from:

Intel, Microsoft, Amazon, JPMorgan Chase, Capital One, Cisco, Oracle, Google, Qualcomm, NetApp, Walmart Global Tech, Workday, Salesforce, and roughly 200 more.

"A big shoutout to Steve Thorne for introducing me to my manager. Although I knew Steve from my Intel days, it was this community that connected us back together."

Ramya Ramachandran - Senior Director, Product Management and Architecture

How We Can Help

Elite Career Coaching

The Job Hackers Method gives you a repeatable process to get in front of hiring leaders, week after week. On-demand training, weekly group coaching calls, four private sessions, a Slack community, six AI tools built around the method, and direct guidance from the person who designed the hiring systems you are trying to get through.

$6,500 once, access for life. No subscription, no renewal, no upsell. On a Director or VP salary a 20 to 50 percent increase returns that in the first weeks of the new role.

Book a Job Search Strategy Call

Free Training

This free training shows you the exact process hundreds of engineering leaders have used to reach hiring leaders directly, and land roles built around their strengths and real market value rather than whatever was posted.

Start the Training Now!

Plan Your Next Move

45-minutes of partnered conversation about your specific, strategic job search process.

In one call we'll pinpoint what's working, what isn't, and the fastest path to the role you want in this market.

Best used before you are in process anywhere. If you are already at second round interviews somewhere, finish that first.

Let's Talk!

What Our Clients Are Saying

Sameera Perera · VP of Engineering, Geonexus · moved from Director to VP

"I had been with the company about 15 years and things had become predictable. I was not looking to move, but I had not tested myself in the market in a long time and I knew I would be walking into a different landscape. I was approached for multiple roles and ended up choosing between two offers. The outcome was about a five times return on my investment with Ryan."

Manoj Bagul · Senior Director of Software Engineering, now VP of AI and Engineering

"I applied for three or four months and got nothing back from 99% of it. After 20 years in this industry you start to wonder what is wrong with you. The answer was that nothing was wrong with me. My approach was ten years out of date."

Eric Ray · Senior Director of Engineering, DDN

"I just accepted an offer for Director of Engineering at DDN. It is about a 30 to 50% comp bump from my last role. I have always felt solid on the interview front, yet I am convinced the JHN instruction was invaluable: the deep research on the product and the interviewers, the per-person question prep, and the analysis that went into the stories and value proposition."

Chris Eide · Director of Engineering Ops, Nucleus Security

"People kept telling me two things. You just have to network. And you need to tell your story. But what exactly is that, and how do you do it? As engineering leaders we are a tad more literal. We are looking for guidance that points us in the right direction. This program gave me an actual process to network, how to think about it from a data and numbers perspective, and how to develop the story I needed to tell."

Raghu Harwadekar · Principal Engineering Manager, Microsoft

"When Microsoft took over Activision they removed the overlapping positions and my whole team was covered over. I was sending applications everywhere and not getting responses. A lot of interviews are won or lost in the first three minutes, and that is where Ryan helped most: how to present my strengths and my value to an organization in those first three minutes."