Today marks the anniversary of the Battle of Puebla, where Mexican forces won an unlikely victory in 1862. It’s a powerful reminder that progress doesn’t always come easy, but it’s always worth fighting for.

Whether you’re celebrating with tacos, reflection, or just taking a well-earned pause, I hope today reminds you of your own wins (big or small) and the power of showing up even when the odds feel stacked.

Here are some articles, tools, and resources to help strengthen your Cocoon:

Events For You:

Most mid-career professionals think their experience speaks for itself, but it doesn’t. That’s one of the first things Michelle Burgess will tell you and she would know.

Michelle is the founder of PurposeFlow Talent, a boutique firm that helps mission-driven organizations build values-aligned teams. With over 15 years of experience across the nonprofit and education sectors, she’s led executive searches, designed hiring strategies, and advised leadership teams on how to build the kind of workplaces people actually want to stay in. Her approach blends traditional recruiting with something often missing from the hiring process: clarity, intentionality, and a deep understanding of people.

I invited Michelle to share what most job seekers get wrong (and right) after a decade in the workforce. In our conversation, she explains:

1. What’s one thing you wish more mid-career professionals understood about how hiring really works today?

Coming from a background in nonprofit and education organizations, I’ve seen firsthand that hiring is about more than just skills, it’s also about mission alignment, collaboration, and adaptability. In mission-driven sectors, it’s not only about if you can do the job, but how you approach it, why you do it, and whether you’ll contribute positively to the team and the culture.

At the mid-career stage, hiring managers are looking for professionals who bring both functional expertise and emotional intelligence. They are looking for people who can work across teams, lead through ambiguity, and connect to the organization’s purpose. One thing I wish more mid-career candidates understood is how important the application itself is as a signal of your judgment and professionalism. A thoughtful, tailored application that clearly communicates your impact and your alignment with the organization’s values can set you apart from the start. There’s nothing more frustrating than seeing someone type “see resume” in response to an application question that calls for something different. As a recruiter, I want to advocate for you, but it’s hard to do that if the effort isn’t there.

That said, I also understand that the job search process can be exhausting and demoralizing, especially when you're putting in time and hearing little back. While it's easy to say "only apply to roles you're excited about," I know people need jobs and sometimes applying is the only way to feel like you're doing something productive. Still, even small efforts to tailor your materials or show thoughtfulness can make a real difference, and they’re often what helps your application rise to the top.

2. When you’re advising companies on talent strategy, what makes a mid-level candidate stand out?

When I’m advising organizations on talent strategy, we're often focused on where the organization is going, not just where it’s been. That means hiring with the future state in mind. A strong mid-level candidate is someone who can help shape that future and someone who not only meets the current needs but also brings the adaptability, vision, and leadership potential to support what’s ahead.

Mid-level candidates stand out when they show both initiative and self-awareness. It’s not enough to list responsibilities; you need to explain why it mattered to the mission and how you’ve grown from the experience. The most compelling candidates can tie their day-to-day work to meaningful outcomes and show how they’ve helped their teams or communities succeed.

They also bring a mix of technical competence and interpersonal skills. The ability to communicate clearly, lead with empathy, and collaborate across diverse teams is just as important as being able to manage a program or a budget. Organizations in the nonprofit and education sectors are looking for people who reflect their core values and who are ready to both contribute today and grow into leadership tomorrow.

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3. How has AI or automation changed your approach to recruiting — and how should experienced job seekers adjust?

To be honest, AI hasn’t fundamentally changed how I recruit. Working primarily in the nonprofit and education sectors, I believe that thoughtful, human-centered review is essential especially when assessing qualities like mission alignment, leadership style, and cross-functional collaboration. I don’t rely on AI to filter applications for me because I want to ensure that every candidate receives fair and individualized consideration.

However, AI has changed some of the tools we use to source and build candidate pipelines. For example, platforms like LinkedIn offer AI-powered suggestions that help recruiters identify potential candidates based on specific keywords, titles, or sector experience. This is an area where job seekers can take action: make sure your LinkedIn profile reflects the kinds of roles you’re targeting. Use clear, relevant language in your title and headline. If you’re in nonprofit fundraising for example, “Major Gifts,” “Development Strategy,” or “Donor Engagement” are great terms to include. The more intentional you are with your keywords, the more discoverable you’ll be in searches whether or not AI is involved.

4. What’s the biggest mistake you see professionals make in their job search once they’ve hit the 10+ year mark?

A common mistake is assuming that your experience alone will carry you. After a decade or more in the field, it’s easy to rely on old networks, generic materials, or a résumé that lists what you’ve done without clearly connecting it to where you want to go. But the most effective candidates are intentional. They take the time to reflect on what they want next and then shape their narrative and search strategy to match.

That intentionality is even more critical in today’s market, where competition is intense. For many roles, we’re seeing well over 100 applicants, and a significant portion of them are highly qualified. Clarity, relevance, and alignment are what help you stand out. It’s not just about what you’ve accomplished, it’s about why it matters and how it positions you to meet an organization’s future needs.

I always tell people: the best time to look for a job is when you’re still happy in your current one. You never want to make a move just because you need to get out. You want to make the choice. When you’re not in crisis mode, you have more space to evaluate opportunities and pursue roles that genuinely align with your values, goals, and long-term trajectory.

Want to go deeper?

👉 Follow Michelle Burgess on LinkedIn

👉 Check out PurposeFlow Talent

Michelle curates a thoughtful roundup of nonprofit job opportunities, hiring insights, and talent strategy tips on LinkedIn. Whether you’re a job seeker or a hiring manager, her posts are a goldmine for anyone navigating the mission-driven sector.