The doors are now officially open.

For the next two weeks, I’m inviting a handful of UX professionals into Career Creators — my private 12-week program to land senior roles without job boards.

Below you’ll find the full details:

Private Invite

Land Senior UX Roles Without Job Boards

Stop getting ghosted. Start getting referred.

A proven 12-week system to turn conversations into interviews — in just 3–5 hours a week.

You’ve Outgrown the Job Board Game

You’ve spent 7–20+ years solving complex problems, leading teams, and driving results that matter.

But when it comes to landing your next role — Senior, Staff, Principal, Manager, or Director — the game feels broken:

👉 You’re tired of sending endless applications and getting ghosted.

And here’s the truth: that’s not how hiring managers actually hire.

Most jobseekers throw 200+ applications into a void, hoping a résumé or portfolio gets noticed.  

But hiring managers don’t hire strangers from a pile.  

They hire from trust — the safest, lowest-risk option.

That’s why:

• The front door (job boards) gets a 1% response rate
• The backdoor (referrals) get 20–30% response rates — that’s a 20–30x difference
• One client hit 85% reply rates from decision-makers at dream companies,    

The real villain here is the job board trap — built for volume (and profit for job boards), not for you.

Who I Work With

If you’ve outgrown job boards, this is for you.

I work with experienced UX professionals — Senior, Lead, Staff, Principal, Manager, and Director level — who want clarity, momentum, and access to the roles that never make it to job postings.

For Senior & Staff Designers

You’re ready to step into Lead or Principal roles, but NDAs, short stints, or “not enough big-name logos” make your résumé easy to overlook. You don’t need another job board app — you need a system that gets you in the room with the people making decisions.

For Leads, Managers & Directors

You’ve led projects, teams, or departments — but you know the higher you go, the fewer jobs are ever posted publicly. At this level, trust isn’t optional. Career Creators gives you the strategy to bypass the front door and access the hidden market where 80% of leadership hires happen.

For Career-Changers into UX

You’ve already built a strong career in another field (marketing, education, consulting, etc.), and now you want to pivot into UX and innovation. The challenge? On paper, you don’t look like the “perfect” candidate. The system shows you how to position your transferable strengths and get interviews with decision-makers who value how you think, not just what’s on your résumé.

👉 If you’re brand new to UX and don’t yet have real-world case studies, this isn’t the right fit. But if you’re mid-to-senior level and tired of job boards, you’re exactly who this was built for.

The Career Creators Difference

Most roles are filled before they ever hit a job board.

That’s why Career Chasers and Career Creators get such different results:

Career Chasers play the job board game.

• They fire off 200 applications into an ATS black hole.
• They compete against 1,000+ résumés for a single role.
• They measure “progress” by whether a recruiter ghosted them or not.  to 300+ jobs in 6 months. Two recruiter calls. Zero real interviews with decision-makers.

Career Creators bypass the front door.

• They send 3–4 tailored Trojan Horse messages.
• They have direct conversations with design leaders and hiring managers.
• They become the only candidate being considered — often before a job is even posted.

• Example: One member created a one-page UX audit of a startup’s app. The VP of Design said, “We weren’t even hiring yet, but let’s talk.” That conversation turned into an interview — and later, an offer — without a single job application.

👉 This isn’t about spamming connection requests. It’s a structured system that turns cold contacts into warm referrals, and warm referrals into interviews that actually matter.

Why This Works Now

The hidden job market isn’t new — but today, it’s the only market that matters.

Here’s why:

• Hiring managers hate risk. At the senior level, a bad hire can cost hundreds of thousands. That’s why they lean on referrals — people who already come recommended, not strangers from a résumé pile.

• Most senior roles are invisible. By the time a job is posted, the shortlist already exists. Internal referrals, trusted networks, and quiet conversations fill the majority of leadership positions.

• Referrals cut costs and time. Companies spend thousands on job board postings and recruiters. But one trusted referral can bypass all of that in a single conversation.

That’s why Career Creators works now more than ever:

• 80% of senior roles are filled through referrals, not applications.
• The Career Creator System puts you in those backdoor conversations directly — where decisions actually get made.

👉 Instead of fighting for attention in the front door (1% reply rates), you’ll walk through the backdoor where trusted introductions, strategic outreach, and problem-solving get you noticed — often before a role even exists.

The Career Creators System

Instead of wasting months on job boards, you’ll move through a 12-week system that gets you clarity, connections, and conversations that lead to offers — all in just 3–5 hours a week.

Phase 1 (Weeks 1–4): Get Strategic Interviews

We’ll map your career direction, position your unique strengths, and get you into conversations with the right people.

• Career GPS & Positioning Playbook → Identify your dream roles, map your top 10–20 target companies, and frame your experience as a unique asset (even if your background looks “imperfect”).
• Example: One career-changer reframed 7 years in marketing as a UX advantage in understanding customers. That opened interviews in the travel industry within weeks.

• Dream 100 Outreach System → Pinpoint the exact people who can open doors at those companies.

• Trojan Horse Docs → Create one-page tailored presentations that show how you’d solve real challenges.
• Example: A Staff Designer’s 11-slide teardown of a fintech app was forwarded straight to the VP of Design and turned into a direct interview.

• Strategic Outreach Scripts → Proven language that gets 30%+ reply rates from decision-makers.

Deliverables: Career GPS roadmap, positioning playbook, Dream 100 tracker, outreach scripts, and Trojan Horse Doc templates with real winning examples.

Phase 2 (Weeks 5–8): Become the Obvious Choice

Now we make you unforgettable in interviews by turning weaknesses into strengths and building stories that stick.

• Turn Weaknesses into Strengths → Flip NDAs, short stints, or career pivots into compelling advantages.

• Trust Stories → Build 2–3 narratives that hiring managers remember long after the call.
• Example: A Lead Designer used a story about bridging conflict with engineering to prove leadership chops — that story sealed her final-round offer.

• Coaching Access → Live weekly office hours (across US/EU/Asia timezones), private 1:1 onboarding calls, and access to the searchable vault of 70+ past sessions. Every session is recorded so you never miss a step.

Deliverables: Weekly office hours, private 1:1 calls, coaching vault, and storytelling frameworks to turn your career path into an advantage.

Phase 3 (Weeks 9–12): Land & Negotiate the Offer

Here we close the loop — performing under pressure, proving your value, and negotiating a stronger package.

• Interview Playbooks → Step-by-step frameworks for portfolio reviews, design challenges, and tough questions.
• Example: One member reframed a “failure project” into a leadership growth story and turned a red flag into her strongest interview moment.

• 90-Day Accelerator Plan → Show hiring managers exactly how you’ll add value in your first 3 months.
• Example: A Senior Designer pitched her 90-day plan — the hiring manager said, “You’ve already done half the job before starting.”

• Negotiation Tools → Scripts and strategies to secure $10K–$50K more on your next offer.

Deliverables: Interview playbooks, 90-day plan templates, and negotiation scripts with proven $10k–$50k bumps.

👉 By the end, you’ll have a repeatable system, concrete tools, and live support — everything you need to move from chasing jobs to being chosen.

Investment

Your investment is $100 now, then $100 per week.

This is my current founder’s invite rate. Future intakes will start at $200 per week ($800/month) as demand grows and my time becomes more limited (especially with my second son arriving in Dec).

To put this in perspective:

• Every month stuck in the job search can mean $10,000–$20,000 in lost salary.
• One leadership move or promotion often adds $30,000–$50,000 per year.
• Negotiating even a 5–10% bump on your offer can pay for this program many times over.

So $100/week isn’t really a cost — it’s a multiplier on your career value.

Most members land roles in the $150k–$300k range. But more importantly, they land in roles where they’re valued, impactful, and aligned with their values.

Because what’s the point of six figures if you’re stuck in a role that drains you?

I keep each intake small so I can work closely with every member. Once these spots are filled, the next intake will open at $200/week and not until the new year.

What Others Say

Instead of me telling you, here’s what Career Creators members are saying:

And that’s just a sample — 50+ others have shared their stories of landing interviews, offers, and leadership roles through Career Creators.

👉 See more here →

How to Join Career Creators

STEP 1: Hit reply with “I’m ready”.

STEP 2: I’ll get you enrolled.

STEP 3: I’ll welcome you to Career Creators today.

Talk soon,

Joseph

P.S. I’ll keep reminding you about this over the next few days — but once the spots are filled, doors close until the next intake (at a higher rate). If you’re ready now, reply and let’s get started.