I Have a Strict #NoAsshole Policy. In Life and in Business.
After a fellow entrepreneur crossed a line and left me in tears, I was reminded why the #NoAsshole policy exists. You deserve to go to work and do more than survive it.
I Have a Strict #NoAsshole Policy. In Life and in Business.
I have a strict #NoAsshole policy.
In my life, and in my business.
What Happened
Recently, I was impressed with a fellow entrepreneur's program results and decided to invest.
It was not a good choice.
They didn't meet the terms of their agreement — and after yet another discussion with the owner about failed timelines, he ripped me apart.
I ended up in tears. I told him I had never been disrespected so deeply.
After the tears stopped, I got angry. 🤬
You don't treat people like that in my world.
No apology was given. I severed the relationship. #ByeFelicia
What It Reminded Me
What I also learned during this process: this guy was an asshole to his team too.
I had forgotten what it was like to have an asshole boss — because I've had the good fortune of working for myself for so long.
So let me remind you now:
You deserve to go to work and do more than tolerate or survive it.
You deserve to love what you do and be paid well for it.
Let me say it louder for the people in the back:
Stop tolerating assholes.
You Are Worthy of Better
Every single person I work with is carrying trauma from their employment history.
That trauma isn't a sign something is wrong with you. It's a sign you've been in environments that weren't built for people like you — people who bring everything they have, who care, who deserve better than being torn apart for it.
You are worthy. 💗
If you're ready to stop surviving and start building the career you actually deserve, the Theory of Hireability™ is your starting point.
Frequently Asked Questions
What is the Theory of Hireability™?
The Theory of Hireability™ is Lindsay Mustain's framework for how hiring actually works in a competitive market. It reframes the job search around a simple truth: you don't get hired by applying more, you get hired by becoming the obvious choice before the role is even open. Hireability is built through visibility, relationships, and positioning as the Candidate of Choice — not through resumes stacked in an ATS.
What is the Hireability Gap™?
The Hireability Gap™ is the distance between what a candidate believes will land the offer (applying, tailoring resumes, chasing job boards) and what actually converts (relationships, visibility, being pre-vetted before the job posts). Most senior professionals lose six to twelve months of their search inside the gap. Closing it is the first step of Intentional Career Design™.
Who is Lindsay Mustain?
Lindsay Mustain is a former Fortune 100 corporate recruiter (Amazon, JPMorgan, and 14 others across 16 years) who has personally reviewed over a million resumes and hired 10,000+ candidates. She built Talent Paradigm to teach senior professionals how to land six-figure remote roles without submitting a single application. She is a 2x bestselling author with 20,000+ clients across 121 countries, featured in CNBC Make It, Business Insider, Entrepreneur, and Forbes.
What is Intentional Career Design™?
Intentional Career Design™ is Lindsay's methodology for building a career on your terms instead of taking whatever the market hands you. It covers the full arc: knowing your worth, building visibility, engineering the right relationships, and stepping into roles that fit your life — not the other way around. It's the operating system for people who refuse to be replaceable.
What is the Candidate of Choice methodology?
Candidate of Choice is the positioning outcome of the Theory of Hireability™. It means hiring managers know your name before the role posts, decision-makers are already asking whether you'd consider a move, and the offer conversation starts with 'we need you' instead of 'we're considering you.' It's the difference between chasing openings and being pursued for them.
Where does the Theory of Hireability™ come from?
Lindsay's father, Robert Fitch, was laid off after 25 years with the same company. He lost the house, got sick, and died when Lindsay was twelve. She built her career on the promise that no family should ever be blindsided the way hers was. Every framework she teaches exists so that senior professionals stop trusting the company to protect them and start building the leverage that protects them themselves.
How do I learn more?
The full Theory of Hireability™ manifesto lives at TheoryOfHireability.com. If you're ready to close your Hireability Gap™ and land a six-figure remote role without applying, the strategy playbook is at SixFigureRemoteCareerStrategy.com.
