Career365

30/03/2026

Your finances are ready. Your title is gone.

Now what?

For high achievers, retirement isn’t just stepping away from work — it’s stepping into a new identity. Without a plan, it can feel like losing yourself.

The Third Act Ex*****on Process helps you:
✅ Set new priorities that matter
✅ Deploy your time and experience with intention
✅ Focus on one meaningful direction at a time
✅ Check progress in fulfilment, not KPIs
✅ Pivot and refine as clarity grows

Don’t just retire from something. Retire to something.
Design your Third Act of meaning and purpose.

hashtag hashtag hashtag hashtag hashtag hashtag hashtag hashtag hashtag hashtag

08/01/2026

At 50+, your decades of knowledge are your superpower. It’s not about chasing a full-time seat anymore, it’s about selling your expertise by the slice.

High-growth companies have energy, but they need guidance, not micromanagement. That’s where the “Sage” steps in: a steady hand, a trusted perspective, and the wisdom that only comes with experience.

Here's to the concept of the Fractional Economy, where your insights are the premium asset. Ready to stop hunting jobs and start monetising your wisdom?

Discover Your Strategy at Career365.

06/01/2026

They say numbers don’t lie, but I believe the engagement tells the real story.
Hitting 10,000 followers today is a massive milestone.

But honestly? It’s not about the "numbers." It’s proof that there is a genuine hunger for real, strategic discussions about our careers and the future of work.

It confirms that you value the "good talk" over the noise.

I’m looking forward to continuing our discussions on:

✅ Mastering Career Transitions
✅ Strategic Talent Mapping & Pipelining
✅ The nuances of Transitioning to Retirement

But I’m not just looking at what’s now, I’m looking at what’s next.

I’m currently cooking up a new topic that is going to reshape how we view senior expertise: The Fractional Advantage. Watch this space, it’s launching in 2026, and it’s going to be a game-changer.

Thank you for being part of this community. Here’s to keeping it real.

hashtag hashtag hashtag hashtag hashtag hashtag hashtag hashtag hashtag

28/08/2025

I was with the Chief Human Resources Officer of a leading Australian software company. She was facing an “impossible” hire.

For six long months, her Talent Acquisition team had been trying to fill a highly specialised and critical Head of Data Security role.

They had spent a small fortune on executive search firms and advertised on every major platform, only to come up empty-handed. The business was exposed, and her team was running out of options.

Your best recruiter isn't on LinkedIn, they're probably already on your payroll.
After a 6-month failed search, a client found their perfect candidate in two weeks, just by asking their own team.

Stop fishing in a crowded ocean and start activating the incredible, hidden talent pool your people already have.

Read full article: https://www.linkedin.com/pulse/your-greatest-talent-pool-job-market-its-already-building-greg-weiss-kusuc?trackingId=ZOp%2F%2B3LuTHa6VTAzGMhNCA%3D%3D&lipi=urn%3Ali%3Apage%3Ad_flagship3_detail_base%3Bvjz3ex2lQWKBdKQ45USl%2Bg%3D%3D

22/08/2025

Is your offboarding process building a bridge or a wall?

A transactional farewell closes the door on future talent, referrals, and brand advocacy. A strategic farewell opens it.

We explored how forward-thinking companies are redesigning their exit process to create lifelong advocates and fuel their talent pipeline for years to come.

It’s not just good culture; it's a powerful business strategy.

How do you ensure a departing employee leaves as a brand ambassador?

Read full edition below.
https://lnkd.in/gWM5nFj8

hashtag hashtag hashtag hashtag
hashtag hashtag hashtag

I was in a boardroom with the executive team of a fast-growing Australian tech company last month. The mood was celebratory.

02/07/2025

The Human Reality of Offboarding, And Why It Still Gets Overlooked
"Greg, I still think about that conversation. It stays with me."

That’s what a seasoned HR Director shared with me, not long after delivering one of the toughest exit conversations of her career.

Despite decades of experience, despite following the right process and handling it with care, it left a lasting impact.

Because the truth is, these moments are never just procedural. They're deeply human.
HR leaders are carrying so much, business continuity, legal compliance, team morale, emotional fallout. And when the rubber hits the road, it’s often the human side of offboarding that gets lost in the shuffle.

But here’s the truth: you can’t operationalise empathy.

You can’t “process-map” how someone feels when they’re let go after 10, 15, or 25 years.
That’s why at Career365, we’ve designed outplacement differently, support that lasts 365 days, helping employees regain clarity, confidence, and career momentum long after the farewell email is sent.

If you’re an HR leader, it’s time to ask:
Is your exit process protecting your people and your business?

The quiz takes 5 minutes to complete the Employee Exit Process Scorecard, a diagnostic quiz designed specifically for HR professionals.

You’ll uncover:
Where your current exit process is working and where it’s putting you at risk;
whether you're creating brand advocates or brand detractors at exit; and
how to strengthen knowledge transfer, alumni goodwill, and employee trust.

With just 8 focused questions, you’ll walk away with a clear picture of your organisation’s strengths, blind spots, and next steps.

Take the The Employee Exit Process Quiz now:
https://theemployeeexitprocessquiz.scoreapp.com/

It’s quick, practical, and built for the HR leader who knows that how people leave matters just as much as how they begin.

02/07/2025

A birthday often brings reflection. Today, I'm thinking about a significant conversation happening among my fellow Baby Boomers: the idea of transitioning to retirement.

It's clear that the old script for retirement is outdated. The idea that being in your 60s means you're "over the hill" couldn't be further from the truth. We are living far longer and more vibrant lives than previous generations.

The era of a simple gold watch and a farewell cake no longer captures the reality of this life stage.

Whilst I’m not considering it for myself and continue to love the work I do, I'm seeing many peers contemplating what's next. It’s no longer about winding down; it’s about finding new meaning and value.

This has inspired me to take the next step: I'm writing a new book! It's based on the work I've been doing helping companies over the last 2 years with their elder staff as they consider transitioning to retirement, our Vitality program.

My book will delve into navigating the transition to retirement, focusing on the powerful role that employers of choice have in valuing their team at every stage of their professional lives. I can't wait to share more details soon. Stay tuned!

We've also observed that companies who support their employees through all stages of life, including this one have significantly boosted their reputation as an employer of choice.

It demonstrates a genuine commitment to people, recognising that while not everyone is chasing the same career ladder, the desire for purpose is universal.

On my birthday, I'm filled with immense gratitude for the wonderful people in my life: family, friends, clients, and team. You all make the journey worthwhile.

Here's to another year of growth, learning, and meaningful work!

26/06/2025

Your Values: The Heartbeat of Your Organisation

In a work culture where people bring quality to the organisation, the opportunity to lead with purpose has never been greater. What truly sets exceptional companies apart is their ability to translate their values from words into meaningful action.

We all have company values. We share them in town halls and feature them on our websites. The real magic, however, happens when they become the heartbeat of our culture. This is the moment they begin to genuinely guide our decisions, inspire our teams, and foster collaboration.

Let's be real: your values aren't just for looking good on the outside. They are the secret sauce of a winning culture.

They're the backbone that gives your team strength and the gut instinct that guides your leadership. They turn good intentions into great actions.

As leaders, our role is to champion this conversation, elevating our values from a branding exercise to a core part of our growth strategy.

My question to every CEO, HR Director, and leader is this: What's one inspiring way you've seen your company's values brought to life this year?

I would love to hear your stories.

10/06/2025

Sometimes the Right Job Doesn’t Come From a Job Board.

Let’s be honest, most job seekers feel like they’re shouting into a void.

You send out dozens of applications.
Wait for replies that never come.
Refresh job boards hoping something new shows up.
And somewhere along the way, your confidence starts to chip away.

Here’s the truth most people don’t talk about:
Some of the best jobs, the right jobs, never get posted online.
They live in the hidden job market.

And you unlock them through relationships, not resumes.
Take Rod (one of my coaching clients), for example.

Rod had been in the same company for 15 years as a national sales manager. When he was made redundant, he assumed he was in for a long and painful job search, maybe nine months of grinding through job ads and interviews.

But instead of following the traditional route, Rod did something most people overlook.

He reached out to Jim, a former colleague he hadn’t spoken to in years.

No pitch. No begging. Just a genuine reconnection. A message that acknowledged their shared history and re-opened the door to conversation.

That message led to a coffee.
That coffee led to a referral.
And that referral? It landed him a job in just three weeks — no job ad, no competition.

What changed wasn’t the market. It was Rod’s approach.
This isn’t magic. It’s about understanding how people hire and how trust, not transactions, drives opportunity.

If you’re stuck in a cycle of online applications and silence, I want you to know there is another way.

I’ve seen this work over and over again and I’d be happy to show you how to make it work for you too.

Feel free to connect if you want to talk about this. Sometimes, the first step is just starting a new kind of conversation.

06/06/2025

What to Say When Someone Asks “So What Do you Do?
It’s such a simple question.

“So, what do you do?”

And yet, it’s one of the hardest ones to answer well — especially when you're in between roles or trying to shift careers.
Most people respond with a job title.
Or a vague description of their past work.

But what really lands, what makes someone remember you is a short, human explanation of the value you bring.
I call this a trigger, not a pitch or a tagline, but a clear and relatable answer that sticks.

Instead of saying, “I’m a data analyst,”
Imagine saying, “I turn raw data into insights that help companies grow.”
It’s easy to understand.
It solves a problem.

It gives people something to repeat when talking about you.
In fact, the best triggers pass what I call the BBQ test, if someone can remember and repeat it over sausages and potato salad, you’re on the right track.

The goal isn’t to impress, it’s to be understood.
Because when people understand what you do and who you help, they’re more likely to think of you when a relevant opportunity pops up.

If you’ve ever found yourself fumbling through your answer, or wondering why no one is following up, it might be time to rethink how you’re showing up in conversations.

And if you’re not sure where to start, feel free to reach out. This is the kind of shift that opens doors you didn’t even know were there.

So what do you do? Share it here!

05/06/2025

When Layoffs Go Wrong Everyone Pays for It

I recently worked with a building maintenance company that went through a round of redundancies. What stood out wasn’t just how they did it — but how many things they got wrong all at once.

The employees found out they were being let go just days before Christmas.
There had been no warning, no conversations, no hints. One day they were working. The next, out the door.

No support.
No counselling.
No career coaching.
Just a generic email and a handshake.

One of the team leaders confided in me afterward: "If they had just told us what was going on… if they’d just been honest, I think we all would’ve handled it better."

Here’s what I’ve seen across 30+ years of helping businesses navigate restructuring, people don’t expect perfection, but they do expect honesty.

Layoffs don’t just affect the people being let go. The ones who stay, they watch how you handle it. And how you treat their colleagues says everything about your culture.

Handled badly, redundancies create mistrust, stress, and long-term brand damage.

Handled with empathy and planning, they can actually strengthen loyalty and trust, even in tough times.

If you’re in a position where difficult decisions are on the horizon, don’t wait for things to break down.

Reach out to Career365 or Greg Weiss! Happy to chat and help you approach it the right way.

Read full article: https://www.career365.com.au/the-worst-layoffs-i-experienced-in-2024/