What if belonging wasn't a feeling? What if it was a science—one that you could measure, track, and use as a competitive advantage? In this episode, Melissa Vining sits down with Andrea D. Carter, a world-renowned organizational scientist and creator of the Belonging First Methodology. Andrea shares her data-backed insights on why high performers are burning out, how to distinguish between "fitting in" and "belonging," and the specific indicators you can use to find a company culture that actually fits you.

What You'll Learn:

• The Science of Belonging: Why belonging is 50% environmental and 50% individual, and how to measure it using five key indicators: comfort, connection, contribution, psychological safety, and wellbeing.
• Belonging vs. Fitting In: Why "fitting in" requires you to shrink your identity, while true "belonging" allows you to remain respected while being yourself.
• Interviewing for Culture: Specific, high-impact questions you can ask during a job search to reveal if an organization offers real support or just "marketing" values.
• The "Confident Quit": Understanding the new era of high-performer exits and why companies often don't feel the impact of a lost high-performer until six months later.

Guest Bio:

Andrea D. Carter is an organizational scientist who studies a simple question most leaders overlook: what makes people stay, speak up, and do their best work and what makes them quietly disappear. For over two decades, she has been at the intersection of neuroscience and data, helping organizations turn culture from a "vibe" into a measurable competitive advantage.

As the creator of the Belonging First Methodology, Andrea uses five validated indicators—comfort, connection, contribution, psychological safety, and wellbeing—to identify exactly why some workplace cultures thrive while others breed burnout. Having reached 150,000+ employees across eight industries, Andrea consults with global leaders to stop asking people to "fit in" and start building environments where they can truly belong.

Connect with Andrea:

https://www.belongingfirst.com

https://www.linkedin.com/in/andreadcarter

https://substack.com/@andreadcarter

Andrea’s free 5-minute self-check, The Belonging Breakdown Assessment, that helps identify where trust, respect, or a relationship is breaking down: https://www.belongingfirst.com/belongingbreakdown

Episode Timestamps:

01:24 – Meet Andrea D. Carter

02:21 – The Belonging First Methodology

03:11 – High performers as "misfits"

04:17 – The trap of being "low maintenance"

07:06 – Belonging vs. fitting in

08:21 – The data behind workplace belonging

10:34 – The 5 indicators of belonging

18:12 – Interview questions that reveal workplace culture

21:11 – Interviewing "green flags"

24:23 – Breaking the "lone wolf" cycle

26:26 – The Belonging Breakdown Assessment

33:04 – The "Confident Quit" era

41:33 – Final advice for misfits

45:20 – Connecting with Andrea

P.S. If you've found this episode helpful and want to support the podcast, ⁠buy me a coffee here⁠! Your support helps me keep creating content that helps high-performing misfits find work that fits.

In this episode of Job Search for High-Performing Misfits, Melissa Vining is joined by vocational rehabilitation counselor and workplace neurodiversity consultant Charles Kransberger for a powerful conversation about why traditional hiring methods fail so many brilliant, capable people — especially those who are neurodivergent — and what to do instead.

Together, they explore a better way forward: skills-based hiring. Instead of relying on gut feelings, small talk, or “vibes” in interviews, Charles advocates for giving candidates the opportunity to show their skills through project-based assessments, portfolios, and real-world examples — creating a more inclusive, effective, and practical hiring process for both job seekers and employers.

If the usual interview process has never really worked in your favor, this episode will help you rethink how you show your skills and find spaces where you can truly do your best work.

What You’ll Learn:

• Why traditional interviews often fail qualified candidates
• What skills-based hiring really looks like in practice
• How to build and use a simple interview portfolio
• How to identify green flags for neuroinclusive workplaces
• When (and when not) to disclose neurodivergence at work
• How environment and flexibility impact performance and burnout

Guest Bio:

Charles Kransberger is a Vocational Rehabilitation Counselor and workplace neurodiversity consultant on a mission to create value for organizations and neurodistinct professionals. His career in the disability and neurodiversity space has spanned technology start-ups, state vocational rehabilitation agencies, universities, non-profits, and entrepreneurship. Charles is passionate about helping businesses embrace authentic neuroinclusion by elevating and amplifying neurodistinct perspectives, and by demonstrating the compelling “business case” for cultivating an organizational culture where minds of all kinds belong and contribute to the level of their capabilities. Charles envisions a future of work where scalable, authentic neuroinclusion propagates within company cultures, human capital strategies, and tech-enabled solutions. During his evenings and weekends, Charles helps neurodistinct students and professionals take the next step on their career journey through 1-on-1 career counseling.

Connect with Charles:

http://www.linkedin.com/in/charles-kransberger-ma-crc-1363961a7

https://app.wiztherapy.com/intake/VuuzC8eh6S/

https://www.nitw.org/job-seekers#talent-database

Episode Timestamps:

00:36 – Meet Charles Kransberger

03:43 – “The job wasn’t the right fit” vs. “I’m the problem”

05:23 – The “spiky profile” and a strengths-based lens on neurodivergence

07:00 – Preparing for support needs across environments

08:56 – Self-advocacy without formal accommodations

10:15 – Neurodivergent identity and workplace culture

11:15 – How neurodiversity at work has evolved since 2013

12:25 – Signs of a neuroinclusive organization

14:10 – Why inclusion is better for everyone (system design)

16:11 – Skills-based hiring vs. traditional interviews

17:07 – What project-based hiring looks like in real life

19:13 – Using a portfolio to support interview success

22:23 – Why there’s no one-size-fits-all solution

25:50 – Burnout, remote work, and work environment fit

27:59 – Disclosure: risks, rewards, and personal choice

31:44 – Financial realities vs. ideal conditions

33:16 – A message for managers and leaders

35:08 – Neuroinclusion as a leadership advantage

36:54 – Where the movement stands in 2025

37:22 – Where to find Charles

P.S. If you’ve found this episode helpful and want to support the podcast, ⁠buy me a coffee here⁠! Your support helps me keep creating content that helps high-performing misfits find work that fits.

We’ve covered clarity, employers, branding, impact, and storytelling. Now, in the final episode of the Job Search Reset series, we’re focusing on something many job seekers avoid: real human interaction.

It’s easier to sit behind a screen and apply online — but the truth is, human connection is what helps you rise above a competitive job market.

You’ll learn how to:

• Reframe "networking" into authentic community building rooted in shared commonalities
• Ask for help in a way that feels natural — and gets results
• Pair online applications with thoughtful human outreach to get eyes on your resume
• Build rapport in interviews by finding personal points of connection

This isn’t about being transactional — it’s about belonging. When people like you, relate to you, and remember you, everything changes.

Episode Timestamps
00:00 – Welcome and series context
01:03 – Why human-to-human interaction is harder (but necessary) in your jobsearch
01:54 – Rethinking “networking” as community and relationship building
04:49 – How shared commonalities create trust and familiarity
06:02 – What to ask for (and what not to ask for) when seeking help
08:25 – Why you should pair human connection with online applications
10:18 – How a personal note can pull your resume out of the stack
11:17 – Human connection in interviews: why likability matters from minute one
14:16 – The KPIs of networking: Kids, Pets, Interests (credit: Emily Worden)
14:43 – Final encouragement for high-performing misfits in a tough job market

What’s next? This wraps up the Job Search Reset series — but I have so much more planned to help you find work that truly fits. If there’s a topic you want me to explore, send me a message on LinkedIn!

P.S. If you’ve found this series helpful and want to support the podcast, buy me a coffee here! Your support helps me keep creating content that helps high-performing misfits find work that fits.

At this point in the Job Search Reset series, you’ve clarified what you want, identified your target employers, built your personal brand, and shifted to an impact mindset. Now, it’s time to bring it all together through one of the most powerful—and often uncomfortable—parts of the job search: telling your story.

You’ll learn how to:

• Build human connection through authentic storytelling
• Identify the "who you are" elements that shape your story—your strengths, identity, and motivation
• Share your career journey and "why" in a way that's honest and relatable
• Where to plug your story into your job search

This isn’t just about accomplishments—it’s about showing the human side of your career journey. When you tell your story with clarity and vulnerability, you stand out in a way that no resume bullet point ever could.

Episode Timestamps
00:00 – Welcome and series introduction
01:04 – Why human connection matters in today’s job market
02:19 – Getting comfortable with discomfort in your job search
02:43 – The power of authentic storytelling
03:29 – How to define who you are and what matters to you
06:33 – Connecting your identity, strengths, and story
07:27 – Why your “why” makes your story memorable
09:19 – How to integrate your story across platforms
09:58 – Final thoughts and next steps

Tools mentioned in this episode: CliftonStrengths Assessment

Coming up next: How to humanize your job search through community and connection.

P.S. If you’ve found this episode helpful and want to support the podcast, buy me a coffee here! Your support helps me keep creating content that helps high-performing misfits find work that fits.

Most job seekers talk about what they did—but what employers actually care about is the impact those actions made. In this episode of the Job Search Reset series, we focus on shifting from a “duty” mindset to an “impact” mindset, so your resume, LinkedIn, and interviews highlight measurable results that matter to employers.

You’ll learn how to:

• Transform generic job duties into strong, results-focused accomplishments
• Use a simple formula for writing high-impact bullet points that grab attention
• Identify metrics and outcomes that prove your value
• Apply the impact mindset throughout your job search

This shift takes more effort, but it’s one of the most powerful ways to stand out in a competitive job market.

Episode Timestamps
00:00 – Welcome and series introduction
01:09 – What “duty vs. impact” means in your job search
02:23 – Turning duties into accomplishment statements
03:04 – A simple formula for impactful bullet points
04:21 – Why metrics matter (“no metrics = no interviews”)
06:10 – Applying the impact mindset to your resume summary
06:55 – How to communicate impact during your interviews
07:47 – Final thoughts and next steps

Coming up next: How to tell your story authentically—and in a way that makes people want to listen.

P.S. If you’ve found this episode helpful and want to support the podcast, buy me a coffee here! Your support helps me keep creating content that helps high-performing misfits find work that fits.

Once you’ve clarified what you want and identified employers that align, the next step is creating a clear, authentic personal brand. In this episode of the Job Search Reset series, we focus on how to define what you want to be known for—and communicate it in a way that resonates with employers.

You’ll learn how to:

• Identify the intersection of your strengths, interests, and employer needs
• Break your value into 3–5 “Impact Zones” that define your brand
• Craft a simple personal brand statement using the “I help X achieve Y by doing Z” formula

This isn’t about slogans or buzzwords—it’s about clarity and consistency. With a strong personal brand, you’ll show up in your job search with confidence and focus.

Episode Timestamps
00:00 – Welcome and series introduction
01:08 – Why your personal brand matters in the job search
01:59 – What most people get wrong when asked “What makes you unique?”
03:06 – Understanding your audience: what employers care about most
04:44 – Connecting your strengths, interests, and employer needs
05:19 – Defining your 3–5 Impact Zones
06:08 – The personal brand statement formula (“I help X achieve Y by doing Z”)
08:26 – How to use your brand statement across materials and conversations
09:19 – Next steps: shifting from duty to impact

Coming up next: How to switch from a “duty” to an “impact” mindset so you can stand out in a crowded job market.

P.S. If you’ve found this episode helpful and want to support the podcast, buy me a coffee here! Your support helps me keep creating content that helps high-performing misfits find work that fits.