Eriselda Barjamaj.

I spent a decade in Talent Acquisition. I sat in the rooms where director level appointments get decided, and I heard what was actually said about the people in the running.

The same pattern repeated: exceptional women overlooked while less qualified candidates advanced. Not because the work was weaker. Because the criteria that decide those rooms are rarely written down, and nobody had told them what they were.

I did not just observe that system. I understand how it operates, which parts of it are fixed, and which parts a capable senior manager can move within a quarter.

Now I work with women leaders who are ready for director: decoding what is really being said about them, repositioning how their leadership reads to the people who decide, and making the specific moves that close the gap.

What I bring to it

Background

Talent Acquisition: in-house executive hiring and partnering with executive search firms.

Leadership

Women’s Business Resource Group Leader, EMEA and APAC.

Certification

Certified coach from Coach Training Alliance.

Where I work

From Vilnius, with clients across time zones. Every session is virtual.

I do not post testimonials. Early clients’ moves are confidential and real promotions take quarters to land; when I show results they will be specific and named. Until then, judge the method.

How I work

Two ways in, both built around the criteria that actually move you. The Executive Positioning Intensive is a single 90-minute session with a pre-work diagnostic review and one follow-up. The Director Track Programme runs over six months, with a session every two weeks, through the full readiness model.

Before either, there is a 30-minute call. No pitch: an honest read on where you are, what is actually in the way, and whether working together makes sense. Sometimes the answer is not yet, and that is a real answer.