Natalie Fisher

Online applications: 93% of applicants, 7% of hires. Referrals: 7% of applicants, 30-50% of hires. Most of us are spending our energy in exactly the wrong place.

We spend 40+ hours a week at work. 90 minutes could redirect that energy. Free training, 99+ job offers in 12 months:
www.asknataliefisher.com/why-you-re-not-landing-jo…

22 hours ago | [YT] | 2

Natalie Fisher

62% of employers say AI-generated applications feel generic,even the ones that are supposed to be personalized. We think we're standing out. We're blending in.

If standing out is a priority for you right now, I made a free 90-minute training. 99+ job offers in 12 months
www.asknataliefisher.com/why-you-re-not-landing-jo…

1 day ago | [YT] | 1

Natalie Fisher

stop “hoping something works out” - take this class instead

Getting hired is a skill most people never invest time to learn.

And their career takes a massive hit because of it.

Most people are busy getting another degree, taking another bootcamp, earning another certification.

Which is all fine and good - but those things don't teach you HOW to actually get hired.

The skill of getting hired? That's something people think they can just wing.

Most people's approach is: "Keep trying, I'm sure something will work out."

From my experience: The skill of getting hired can't be an "I hope it works out" thing.

Not if you want a career that pays you well and lets you do work you actually care about.

I've studied it. I've coached hundreds of hours on it. I've seen the patterns of why some people get hired and others don't. Repeatedly.

And one big thing people overlook:

They don't know how to address the Hiring Manager's concerns.

So concerns go unaddressed, and they choose someone else.

Meanwhile you're left thinking, "I thought it went well... what happened?"

"What do they mean I wasn't a 'cultural fit'?" "What do they mean I didn't have enough experience?"

In this upcoming free class, I'm teaching you what you need to know to address so these concerns disappear - and the responses you get start to change.

What would it be worth to you if you knew one fundamental skill of getting hired? A skill that could set you apart from the final candidates?

Sign up here to learn that skill next week.

www.asknataliefisher.com/the-real-reason

It will change the way you interview - how you process thoughts during the interview, what you ask, how you ask, and your general energy, approach, and the words that come out of your mouth.

So you can get hired faster and more predictably.

This class is going to be extremely value-packed, so there will not be a replay.

The replay will only be available for those joining the Mindset to Hired program or those already inside.

You get one chance to join live:

LINK HERE www.asknataliefisher.com/the-real-reason

For those wanting to join the program, I'll be sharing a special offer on the live class!

See you soon!


-Natalie

2 days ago | [YT] | 1

Natalie Fisher

don’t ask this in your interview by any means.

Some free advice out there says to ask this question at the end of the interview:

“So what concerns do you have about my candidacy?”

I have asked this question at the end of an interview once and the answer I got was:

“I don’t know you well enough to have concerns or not yet”

It was not a helpful answer for me.

Also kind of awkward.

And also made me wonder… because we had just spent an hour and a half talking and they knew quite a lot about me so….?

So my theory is this.

When you ask that directly people likely won’t tell you the truth.

By default they will be polite and say they have no concerns.

They just won’t voice them transparently anyway.

Or they’ll tell you what I was told, which wasn’t helpful and just made things awkward.

But they still have the concerns anyway.

Even if they don’t fully know what they are.

We know this because of how many people ask this and still get a rejection email after being told “no concerns”.

So it’s clearly not the way to get honest information.

So how do we find out the concerns people have about us then if they won’t tell us?

You become an expert in human psychology when it comes to interviewing.

But don’t worry you don’t have to do that.

I’ve done that part already.

And when you take my upcoming free class on this.

www.asknataliefisher.com/the-real-reason

I’m sharing with you the seven categories of concerns hiring managers across all industries have.

First step is identifying them.

Next step is addressing them congruently.

Ideally in a way you could drop the mic and walk out and see the doubt dissipating and their desire to hire you building.

Most people don’t have a plan for how to address the concerns hiring managers have about them (and we know they will have concerns).

OR they don’t even know the concerns existed, they never got addressed and they went with someone else and told you that “you just weren’t a good fit”.

This is happening every single day.

Not only will you use this in interviewing but in raise and promotion conversations, in interviews for internal positions for higher up roles (which many of my clients are currently going through right now).

People will have concerns about you.

It’s human nature.

No matter how good your resume looks.

No matter how great it feels like the conversation is going.

It’s not a problem when you know how to address them in the right way.

It’s your job to find out what they are, address them, and solidify yourself as the candidate who's the safest, most secure and lowest risk choice.

Any concern is also an asset.

I’ll show you what that looks like.

The exact reason they doubt hiring you, is the same reason they decide you are the best person for the job.

The difference: How You address their underlying doubt to begin with.

You have to learn the strategy behind how to do this skillfully.

So before you take another certification that doesn’t teach you these skills.

Sign up for the free class now.

www.asknataliefisher.com/the-real-reason

There will not be a replay for this.

When the class is over it will only be available as a bonus for those inside the community who have purchased the program.

DATE: Monday January 19th

TIME: 1pm PST

When it’s over it is over, you missed it.

So don’t miss it.

See you there.
-Natalie

2 days ago | [YT] | 2

Natalie Fisher

38% of job seekers are sending more applications per week than ever. Results haven't improved. More isn't the answer. It never was.

I made a free training that shows what is. 99+ job offers in 12 months. 90 minutes. Set aside the time: www.asknataliefisher.com/why-you-re-not-landing-jo…

2 days ago | [YT] | 1

Natalie Fisher

One Time Only Free Class Monday!

If you've ever left an interview thinking it went great... and then got rejected or ghosted—this is for you.

This Monday I'm hosting a FREE live class:

"The Real Reason They Don't Choose You (Even When It Seemed Like You Nailed the Interview)"

I've done 100+ interview debriefs in my career and identified 7 specific categories that cause Hiring Managers to pass on candidates—even when they seem perfect for the role.

In this class, you'll learn:

✅ Why Hiring Managers choose someone else

✅ How to identify their exact concerns

✅ How to address those concerns in a way that gets you hired

No replay available. One time only.

Register here: www.asknataliefisher.com/the-real-reason

See you Monday!

— Natalie

3 days ago | [YT] | 2

Natalie Fisher

how things “go right” in an interview

This is for you if you've left an interview thinking it went great - and then got rejected or ghosted.

In this upcoming free class, you'll learn exactly why that happened. (Heads up there’s no replay for this one).

DATE: Monday January 19th

TIME: 1pm PST.

This is for you if you're actively interviewing but not sure what you're doing wrong.

Getting hired is a series of things that have to go right.

And most people pay attention to the basic stuff that doesn't actually matter as much as they think it does.

In this free class (no replay), I'm breaking down the exact reasons why people don't choose you - even when it seemed obvious they would or they should.

www.asknataliefisher.com/the-real-reason

This is an art and a science.

The science: Identifying what the real reasons are.

The art: Addressing them in a way that feels natural and doesn't make things awkward.

I've studied this extensively for years.
I know the patterns.

I can't wait for you to see this.

You'll change the way you approach interviewing and career conversations from here on out.

SEE YOU THERE.

www.asknataliefisher.com/the-real-reason

-Natalie

3 days ago | [YT] | 2

Natalie Fisher

93% of job seekers now use AI for their resumes. 71% of hiring managers have noticed. It's slowing everything down for everyone. We're all starting to sound the same.

There's a different way. I teach it in a free 90-minute training,99+ job offers in 12 months: www.asknataliefisher.com/why-you-re-not-landing-jo…

3 days ago | [YT] | 2

Natalie Fisher

If you're anything like me or the clients’ I’ve worked with you’ve had this experience:

You've walked out of interviews thinking that was great!..

Wait… "What just happened? I thought that went well..."

Only to see a rejection email or no response at all…. in your inbox?

Huh?

Here’s why that happens:

It’s called: Negativity Bias "Studies show it takes 3-5 positive impressions to outweigh a single negative one.

Which means if you have one unaddressed concern, one doubt they're not sure about, it will outweigh everything else you did well in the interview.

So in my New free training happening next week: www.asknataliefisher.com/the-real-reason


I'm going to show you how to get inside the hiring manager's head, identify their concerns before they voice them, so you're the candidate they feel a gut-level "yes" for, with minimal doubt or second-guessing.

After this session concludes.

It'll only be available inside my paid community, so if you want this information make sure to show up live.

No replay will be available.

If you’re already part of my community then you’ll have access to it under the bonuses tab.

In the session you’ll learn:

→ What's actually happening beneath the surface of every hiring decision (Real live stories from the debriefing room)

→ The concerns hiring managers have that they won't directly ask you about 90% of the time

→ Why understanding these is more valuable than any degree, certification or number of years of experience (because you’ll never be “the unicorn perfect candidate") so you’ll need to learn this skill instead…

Once you know how to determine what's really blocking them from choosing you over the other candidate, it will completely change what you say and what you ask, and how you show up in interviews.

This works whether you're applying to corporate roles, startups, remote positions, leadership roles, career pivots, anything where you're selling yourself to someone who has to say yes.

So if you want to remove the obstacle between you and getting hired.


Sign up here: www.asknataliefisher.com/the-real-reason

DATE: Monday January 19th.

TIME: 1pm PST.

IMPORTANT NOTE: NO REPLAY. Live only.

-Natalie

4 days ago | [YT] | 2

Natalie Fisher

Sourced candidates,the ones who actually talk to a human,are 5x more likely to get hired than people who apply blindly through a portal. The portal isn't the only door. Most of us just never learned about the other ones.

We spend 40+ hours a week at work. 90 minutes learning how to create real conversations could help us get paid what that time is worth. Free training, 99+ job offers in 12 months: www.asknataliefisher.com/why-you-re-not-landing-jo…

4 days ago | [YT] | 3