For recent grads entering the workforce
You are worth work.
Most grads apply to 250 jobs and hear nothing. WorthWork teaches you to run your search the way top sales reps run their pipelines. Targeted, systematic, human.
THE PROBLEM
The game changed.
Nobody told you.
242 applications hit the average job posting in the first 48 hours. Recruiters skim that pile down to a few dozen screens. A handful make it to a real interview cycle. Everyone else gets a stock rejection, or silence.
Here's what's actually happening. AI writes the applications. AI screens the applications. You're not losing to other candidates. You're losing to a filter that never saw you.
Meanwhile, the clock is expensive. You've spent four years and a small fortune getting to this point. Every month without an offer costs you about $6,600 in salary you're not earning. And it costs something worse: a little more confidence. Month one, you're optimistic. Month three, you're rewriting your resume at 1am wondering what's wrong with you.
Nothing is wrong with you. You were handed a broken strategy. Applying isn't a strategy. It's a lottery ticket.
Over 35% of jobs are filled through referrals. Only 7% of applicants ever use one. But a referral alone doesn't close the deal. Every interview cycle is an equation: a stack of variables that each move your odds. No single variable gets you the job. Stacking them does. Most early-career job seekers don't even know what the variables are.
That's why I built WorthWork.
THE FRAMEWORK
The Pipeline Method
The same tactics SDRs use to generate sales pipeline, applied to your job search.
I spent 10+ years building sales development teams. The job of an SDR is to create opportunities out of nothing: pick the right targets, reach the right people, and run every conversation like it matters. Turns out that's exactly what a job search is. Nobody teaches it that way. So I do.
STEP 01 — PROSPECT · Build your target list
Stop applying to everything with a pulse. You'll identify the companies and roles that actually fit what you want, then find the real human beings inside them: hiring managers, team leads, alumni. 30 target companies, 3 contacts each. That's your pipeline.STEP 02 — CONNECT · Go through the side door
Outreach that gets replies, because it doesn't sound like outreach. You'll learn what to say to a hiring manager, how to ask an alum for 15 minutes, and how to follow up without being a pest. Referrals stop being luck and start being process.STEP 03 — RUN THE PIPELINE · Manage it like a seller
Every conversation tracked, every follow-up scheduled, nothing falling through the cracks. You'll run your search inside WorthWork Career HQ with AI as a force multiplier, not a crutch. You'll always know what to do next, because the system tells you.Applicants wait to be picked. Pipeline operators create their own interviews. That's the whole shift.
THE TOOLS
Your search runs on real software. Because I built it.
A spreadsheet with 40 columns that made sense in week one. Tabs for companies, tabs for contacts, a color code nobody remembers. Follow-ups live in your head, sticky notes, and a calendar reminder you snoozed. By week three you're not running a search. You're managing a mess.
The Old Way
WorthWork Career HQ
Simple by design
Every opportunity sits in a pipeline view, staged like a sales rep's book of business. You can see at a glance which ones have a next step scheduled and which ones are stalling. Nothing lives in your head, and nothing falls through the cracks.
Card for each company
Click into any target and everything is there: your contacts, your notes, your history, a Job Fit Score from 0 to 100, and an AI red-flag check against what you told the tool you want. No tabs, no 40 columns, no color code to remember.
A coach built in
Automatic reminders when a follow-up is due, so the system nudges you before an opportunity goes cold. I see your pipeline too: I leave insights on target companies and answer account-specific questions right in the app.
THE OFFERS
Three ways to WorthWork
COHORT $1,200
Learn the system. Run it yourself.
Four weeks of live training with a group of people in the same fight. I teach you The Pipeline Method end to end, hand you the tools, and you build your pipeline as we go.
→ Four 90-minute live sessions across four weeks
→ WorthWork Career HQ access throughout your search
→ Weekly office hours
→ Cohort Slack channel, 24-hour response time
→ Capped at 25 seats
Next cohort forming now. Waitlist members get early enrollment at $999 before anyone else.
ONE-ON-ONE $4,500
Me, in your corner, at every step.
Eight weeks of white-glove coaching. Same method as the cohort, different amount of me. I get to know you, your targets, and your gaps, and I'm hands-on from first outreach to signed offer.
→ Weekly one-on-one sessions for 8 weeks
→ 4-hour response time during working hours
→ Direct access to my network
→ Two office hours every week
→ Private Slack channel, plus the cohort community
→ WorthWork Career HQ access throughout your search
I take a maximum of 10 One-on-One clients at a time. The consultation is how we both decide it's a fit.
FOR UNIVERSITIES Inquire
Workshops & Cohorts
The system, taught at scale.
I built this curriculum in the classroom: teaching at CU Boulder and speaking at UCLA's Summer Institute. I bring the same training to universities, clubs, and departments that want students landing jobs, not just attending another career workshop.
→ Single workshops or multi-session cohorts
→ Built for engagement, not lecture
→ Format and outcomes scoped to your program
Tell me about your students and I'll come back with a format that fits.
FOR PARENTS
You’ve supported them this far. Don’t stop at the last mile.
The skate coaching. The tutors. The SAT prep. The right school. Then graduation hits and the script says "you're on your own," right at the moment they need practical help most. I fell into that exact gap myself, and every month your grad spends applying into the void costs roughly $6,600 that never comes back.
PROOF
Don’t take my word for it.
“I was spraying and praying. Quick applies. After meeting Quinn I wanted to be more refined.”
-Jorgen Case, Databricks
“Quinn is like an ex-professional coach. He has seen thousands of athletes and coached them at the highest levels. He can help you see around corners.”
-Austin Salvail, Snowflake
“Those skills helped me land my role at Salesforce, and I’ve carried them forward ever since. Four promotions and the interviews that came with each one.”
-Cyrus Sharif, Salesforce
“If you’re fresh out of school, Quinn is your guy.”
-John Graham, OpenAI
“Quinn reminded me I was also someone worth betting on.”
-Angelena Adamski-Caracci, Sanity
“No better connector on the planet than Quinn Fulk.”
-Scott Coy, CrowdStrike
Other Notable Landing Spots
Snowflake
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Webflow
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Matillion
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Xactly
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Salesforce
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OpenAI
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NetSuite
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Fivetran
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Wiz
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Workato
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Abnormal AI
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Common Room
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Windsurf
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Databricks
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Sanity
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Jellyfish
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Hightouch
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ClickHouse
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Sigma
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Deel
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Rippling
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Snowflake - Webflow - Matillion - Xactly - Salesforce - OpenAI - NetSuite - Fivetran - Wiz - Workato - Abnormal AI - Common Room - Windsurf - Databricks - Sanity - Jellyfish - Hightouch - ClickHouse - Sigma - Deel - Rippling -
WHY ME
I've sat on every side of this table.
I was 27 before I broke into tech. Then I spent a decade making up for it: scaling Snowflake's SDR team from ~20 to 250+, interviewing 2,000+ candidates, teaching at CU Boulder. Nobody else in this space has led sales development at this depth. I know how hiring decisions get made because I made them, and when my clients do the work, my network is their network.
FAQ
Questions I actually get
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No. And be suspicious of anyone who says yes. What I teach at WorthWork is that you have to put in the work, because you won't survive the job you land if you're afraid of work. What you're paying for is knowing exactly what work to do, in what order, and why. And here's the icing: when I see you putting in that work, I'm more than happy to open my network to you.
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I built the program around SDR best practices because that's where my decade of experience lives, and branding it that way cuts through the noise. But the method is bigger than the branding. The same tactics have landed my clients technical roles, HR roles, and positions at varying levels of seniority. A pipeline works no matter what you're selling, including yourself into a non-sales job.
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Most people feel this way, and most people are wrong about what experience means. You need experience in the attributes of the job, not the job itself. Worked food service? You handle stressful situations, unhappy customers, ten things at once, and you upsell for tips. Sold roofing door-to-door? Fundraised for your school? People discount this experience constantly. Packaged correctly, it's exactly what an SDR hiring manager is looking for.
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The Cohort is me teaching you the system: four live sessions, the tools, and a group running the same play. The One-on-One is me working your search with you directly, white-glove, every week for eight weeks. Same method. Different amount of me.
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I won't dodge this. The sessions themselves are only a few hours a week. It's the work between sessions that determines whether you get hired. Treat your job search like a real job: if you're not willing to put in 30 hours a week, this program isn't for you yet. The gap I see isn't effort, it's that people with no system have no accountability, so they stay busy without being effective. I can lead you to water. I can't make you drink.
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You keep access to Career HQ until you finish your search and accept an offer. I'm still here as a resource. The structured training and dedicated time end with the program, but I'm not the kind of coach who disappears when the invoice closes.
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Run the math. A first tech sales role pays around $80,000, so every month you're searching without a system costs you roughly $6,600 you never get back. If this program shortens your search by even one month, it paid for itself several times over. And the consultation is free: if I don't think you're a fit, I'll tell you.
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Yes, and some of my best clients come from these buckets. They often position better than fresh grads: real-world experience, more self-knowledge, more polish. And here's the honest truth from the hiring side: most SDR managers could not care less whether you graduated. They care about hiring someone who will retire a quota.
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Cohorts run every six weeks. Right now I'm building the waitlist for the next one, and waitlist members get the early enrollment window at $999 before the public deadline. The deadline is real. When it closes, the price is $1,200.
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Absolutely. I'm happy to walk parents through the process, the method, and the math. Point them to the letter I wrote them, and if they want to talk, the door's open.
Your job search is your first sales cycle. Run it like one.
Two ways in: join the next cohort and learn to run the play, or work with me directly and we'll run it together.
Not sure which fits? The consultation is free either way, and if you're not a fit, I'll tell you.