Showcasing Adaptability Skills In Career Changes

I’ve been working with a lot of clients lately who’ve built their careers offshore — drilling supervisors, completions engineers, subsea specialists, OIMs. Solid track records. High-stakes operations. But when they try to make a move, they keep hitting the same wall: “Your experience is too specialized.” The truth is, offshore experience can absolutely translate to onshore, renewables, manufacturing, construction, and even corporate roles — but you have to connect the dots for the hiring manager. Here’s what I usually focus on when helping clients make that shift: ➤ Highlight leadership under pressure. Managing people, safety, and schedules in remote, high-risk environments is a huge asset — especially in industries with tight margins and strict regulations. ➤ Translate technical scope into universal language. Instead of “BOP stack testing” or “MPD,” talk about operational integrity, risk reduction, and uptime performance. ➤ Pull forward project management skills. Budget control, vendor coordination, multi-phase execution — these are transferable well beyond offshore. ➤ Add context for scale. A $200MM campaign in deepwater is still a $200MM project anywhere else — that scale matters. ➤ Show adaptability. If you’ve rotated between regions, rig types, or different operators, that flexibility is valuable in any environment. I’ve seen clients go from offshore operations into project management for major infrastructure builds, into HSE leadership for manufacturing plants, and even into energy transition roles like offshore wind or subsea cable installation. Your offshore experience is a strength — but only if you frame it for the roles you want next. #oilandgas #oilgas #offshore #energytransition #engineering #energystrong

Stop disqualifying yourself from jobs. Start connecting your transferable skills instead 👇🏼 A hard truth I've learned from years as a career coach: Most qualified candidates never apply because they focus on what they lack instead of what they bring. Last month, I worked with Alex who wanted to transition into project management but kept saying "I don't have PM experience." Wrong mindset. This thinking keeps amazing candidates on the sidelines while less qualified (but more confident) people get hired. I helped Alex reframe his background using 3 strategies that landed him 2 offers: ✅ 1 // Map your transferable skills to their actual needs. Don't focus on job titles—focus on problems you've solved. Alex coordinated cross-functional teams, managed budgets, and delivered complex initiatives on time. That's project management, just without the official title. ✅ 2 // Highlight measurable achievements that translate across industries. We repositioned his "event coordination" as "managed $500K budgets and 50+ stakeholders to deliver projects 2 weeks ahead of schedule." Suddenly, his experience looked relevant. ✅ 3 // Reach out to decision makers before jobs are posted. Instead of waiting for perfect job postings, Alex researched target companies and connected with department heads on LinkedIn. He shared insights about challenges they were facing. The result? Two interviews for positions that were never advertised publicly. Both companies extended offers. They were impressed at how well he communicated his experience. The unfortunate reality is most people eliminate themselves from opportunities before employers ever get the chance to. Remember: Companies hire people who can solve their problems, not people with perfect resumes. 📌 Question: What's a role you've talked yourself out of applying for? What transferable skills do you actually have?

Considering a Career Transition? Doing this one thing can make the difference between being overlooked or being selected for an interview and landing an offer. ✅ Be the obvious choice – Don’t assume recruiters will connect the dots. They’re often scanning for an exact title match. Your job? Bridge the gap for them. Translate your past experience into the language of your target role so they see you as a natural fit. Example:  Transition from a Project Manager → Product Manager Let’s say you’ve been a Project Manager for years but want to move into a Product Manager role. A recruiter or hiring manager might not immediately see the connection because they’re looking for candidates with direct Product Management titles. Instead of listing: ❌ “Managed project timelines, budgets, and stakeholder communications.” Reframe it to match Product Management language: ✅ “Led cross-functional teams to deliver customer-focused solutions, prioritizing features based on business impact and user needs.” Why this works: “Led cross-functional teams” aligns with how product managers work across engineering, design, and marketing. “Customer-focused solutions” signals an understanding of product development, not just project execution. “Prioritizing features based on business impact and user needs” shows a product mindset—something critical for a PM role. ✨ Bonus: 📎📄 Attached is an in-depth example of how to identify your transferable skills and effectively highlight them as relevant experience. This can be a tool that assists you with your resume, interviewing and negotiating. 💡 Need guidance? Assisting clients with career pivots and transitions is something I excel at. Plus - I’ve successfully navigated several transitions in my own career, so I’ve lived it. Let’s connect! #CareerChange #CareerAdvice #JobSearch #CareerTransition #Laidoff #CareerDevelopment #CareerGrowth #JobSeeker #CareerPivot